Organization development is a planned process to improve organizational effectiveness. It involves diagnosing problems, collecting data, planning and implementing interventions, then evaluating results. The process follows an action research model of problem identification, data collection, diagnosis, planning, implementation, and feedback. Key steps include assessing issues through interviews and surveys, analyzing organizational structures and processes, planning changes, implementing interventions, and evaluating outcomes to determine if further action is needed. The goal is to enhance an organization's ability to change and the satisfaction and development of its employees.

1. Process of Organization Development

2. Process of Organization Development
 PRESENTED BY:
 Imran Zaheer Awan
 11-arid-2933
 MBA
PROCESS OF ORGANIZATION DEVELOPMENT

3. Title:
Organizational Development
Process
Teacher::
Mr Khursheed Yusuf
Presented by:
Imran Zaheer Awan
11-arid-2933

4. Process of Organization Development
INTRODUCTION OF OD
The term Organizational Development was coined by
Richard Beckhard in the Mid-1950s. Organizational
Development is an Acronym of two words i.e.,
Organization and Development.
 Organization: A social unit of people that
is structured and managed to meet a need or to pursue
collective goals.
 Development: The systematic use of scientific and
technical knowledge to meet specific objectives or
requirements.
OD is an organization improvement strategy

5. Process of Organization Development
OD is about how organizations and people function and how
to get them function better
Start Point – When the leader identifies an undesirable
situation and seeks to change it.
Focus - Making organizations function better (total system
change).
Orientation - Action (achieving results through planned
activities).
No Unifying Theory – Just models of practice
INTRODUCTION OF OD CONT’D

6. Process of Organization Development
Intergroup conflictOrganization
Interpersonal conflicts
Low productivity
Poor alignment to organization’s strategy
START POINT

7. Process of Organization Development
FOCUS
Change – new state of things, different from old
state of things
Can be viewed as an opportunity or as a threat
Change
First order change
Second order change
(making moderate adjustments)
(reinvent, reengineer, rewrite)
OD consultants are experts in organizational change
What needs to be changed and how to go
about it

8. Process of Organization Development
ORIENTATION
Diagnosing
Taking Action
Re-Diagnosing
Taking New Action
This process is known as
‘Action Research’
Change occurs based on the actions
taken
New knowledge comes from
examining the results of the actions.
Three ingredients:
1. Participation
2. OD consultant (as collaborator & colearner)
3. Iterative process of diagnosis & action

9. Process of Organization Development
DEFINITION(S) OF OD
Organization Development is an effort (1) planned, (2)
organization-wide, and (3) Managed from Top, to (4) Increase
Organization Effectiveness and Health through (5) Planned
Interventions in Organization’s “Processes”, using Behavioral-Science
knowledge. …Beckhard, 1969
Organization Development is a process of planned change –
change of an organization’s culture from one which avoids an
examination of social processes (especially decision making, planning
and communication) to one which institutionalizes and legitimizes this
examination. …Burke & Hornstein, 1972
Organization Development is a systematic application of
behavioral science knowledge to the planned development and
reinforcement of organizational strategies, structures, and processes
for improving an organization’s effectiveness. …Cummings & Worley, 1993
Organization development is a planned process of change in an
organization’s culture through the utilization of behavioral science
technologies, research, and theory. …Burke, 1994

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MEANING OF OD
 Organization development is known as both a field of
Applied Behavioral Science focused on understanding and
Managing Organizational Change and as a field of
Scientific Study and Inquiry.
 Organizational Development is a process of bringing a
relative change in the organization by making a use of latest
technology, new methods. It is a process which changes the
attitude, beliefs, nature and structure of the organization so
that they can adapt new technologies, new strategies, new
challenges so as to maximize the output.

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OBJECTIVES OF OD
Objectives of Organizational Development :
 To bring organizational change acceptable to the
organization and its workforce.
 To increase the satisfaction level of the employees.
 To increase the commitment level among the
employees.
 To attain maximum output.
 To adapt new technologies, new challenges, new
strategies, etc.
 To handle conflicts in the organization.
 To Increase coordination among employees.
 To build strong problem-solving methods.
 To not let down the trust of employees

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ORGANIZATIONAL DEVELOPMENT PROCESS?
A systematic way where a
company defines,
organizes and
implements its operations
through the stages of the
product life cycle.
The stages includes :
Diagnosis
Intervention
Evaluation

13. Process of Organization Development
The OD Process is based on the Action
Research Model which begins with an Identified
Problem or Need for Change.
The process proceeds through assessment,
planning of an intervention, implementing the
intervention, gathering data to evaluate the
intervention, and determining if satisfactory progress
has been made or if there is need for further
intervention. The process is cyclical and ends when
the desired developmental result is obtained.
PROCESS OF OD

14. Process of Organization Development
PROCESS OF OD
Action Research Model
(North Carolina Office of State Personnel, 2005)

15. Process of Organization Development
Organization Development (OD) is a planned approach to improve
employee and organizational effectiveness by conscious interventions in those
processes and structures that have an immediate bearing on the human aspect
of the organization.
A normal OD process can be phased in following manner:
.
Problem Identification
Data Collection
Diagnosis
Planning and Implementation
Evaluation and Feedback
PROCESS OF OD CONT’D

16. Process of Organization Development
 Problem identification:
The first step in OD process involves
understanding and identification of the existing and
potential problems in the organization. The awareness of
the problem includes knowledge of the possible
organizational problems of growth, human satisfaction,
the usage of human resource and organizational
effectiveness.
 Data Collection:
Having understood the exact problem in this
phase, the relevant data is collected through personal
interviews, observations and questionnaires.
PROCESS OF OD CONT’D

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 Diagnosis:
OD efforts begin with diagnosis of the current
situation. Usually, it is not limited to a single problem.
Rather a number of factors like attitudes, assumption,
available resources and management practice are taken into
account in this phase. There are four steps in organizational
diagnosis:
PROCESS OF OD CONT’D

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Structural analysis:
Determines how the different parts of the organization are
functioning in terms of laid down goals.
Process analysis:
Process implies the manner in which events take place in a
sequence. It refers to pattern of decision making, communication,
group dynamics and conflict management patterns within
organization to help in the process of attainment of organizational
goals.
Function analysis:
This includes strategic variables, performance variables, results,
achievements and final outcomes.
Domain analysis:
Domain refers to the area of the organization for organizational
diagnosis.
PROCESS OF OD CONT’D

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 Planning and implementation:
After diagnosing the problem, the next phase of
OD, with the OD interventions, involves the planning
and implementation part of the change process.
 Evaluation and feedback:
Any OD activity is incomplete without proper
feedback. Feedback is a process of relaying evaluations
to the client group by means of specific report or
interaction
PROCESS OF OD CONT’D

20. Process of Organization Development
EFFECTIVENESS OF OD
Humanistic values underlie OD. Margulies and Raia articulated
the humanistic values of OD as follows:
 Providing opportunities for people to function as human beings rather
than as resources in the productive process.
 Providing opportunities for each organization member, as well as for
the organization itself, to develop to his full potential.
 Seeking to increase the effectiveness of the organization in terms of
all of its goals.
 Attempting to create an environment in which it is possible to find
exciting and challenging work.
 Providing opportunities for people in organizations to influence the
way in which they relate to work, the organization, and the
environment.
 Treating each human being as a person with a complex set of needs,
all of which are important in his or her work and life.

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 However, OD Process is complicated and takes time to
complete the process.
 As mentioned there are other approaches for the OD Process
but the one chosen, consists of the six steps is typical
 An organization needs to always evaluate its OD programs as
to evaluate the effectiveness. One of the ways by using this
OD Process.
 All the steps need to be adhere in order to derive full range of
OD benefits.
CONCLUSION

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