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Organizational Development

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Organizational development (OD) is defined as applying behavioral science knowledge to help organizations change, improve strategies and processes, and increase effectiveness. Key aspects of OD include applying changes to entire systems like organizations; using concepts from fields like leadership, group dynamics and change management; focusing on managing adaptive, long-term change processes rather than short-term fixes; reinforcing changes over time; and improving an organization's ability to achieve goals, have high performance, and satisfy customers and employees. The behavioral sciences provide useful tools to help organizations deal with changes in areas like their environment, technology, and restructuring. OD assists managers in leading the change process.

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Organizational Development Aziz NizamaniInside Management Part-I
Definition: Organizational Development OD is a study of research, theory, and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance.
Burkes description focuses attention on culture as the target of change Frenchs definition is concerned with ODs long term interest and the use of consultants Burke and Bradfords definition broadens the range and interests of OD. Worley and Feyerherm suggested that for a process to be called organization development Beckhards and Beers definitions address the process of OD.
OD: improvement, and reinforcement of the strategies, structures, and processes that lead to organization effectiveness. This definition emphasizes several features that differentiate OD from other approaches to organizational change and improvement, Such as management consulting, innovation, project management, and operations management.
1st, OD applies to changes in the strategy, structure, and or processes of an entire system, such as an organization, a single plant of a multi plant firm, a department or work group, or individual role or job.
2nd, OD is based on the application and transfer of behavioral science knowledge and practice, including micro concepts, such as leadership, group dynamics, and work design, and macro approaches, such as strategy, organization design, and international relations.
3rd, OD is concerned with managing planned change, but not in the formal sense typically associated with management consulting or project management, which tends to comprise programmatic and expert-driven approaches to change. Rather, OD is more an adaptive process for planning and implementing change than a blueprint for how things should be done.
4th, OD involves the design, implementation, and the subsequent reinforcement of change. It moves beyond the initial efforts to implement a change program to a longer- term concern for appropriately institutionalizing new activities within the organization.
5th, OD is oriented to improving organizational effectiveness. Effectiveness is best measured along three dimensions. To solve its own problems and focus attention and resources on achieving key goals. High financial and technical performance, including sales growth, acceptable profits, quality products and services, and high productivity Effective organization has satisfied and loyal customers or other external stakeholders and an engaged, satisfied, and learning workforce 1 2 3
OD: The behavioral sciences have developed useful concepts and methods for helping organizations to deal with changing environments, competitor initiatives, technological innovation, globalization, or restructuring. OD helps managers and administrators to manage the change process.
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Organizational Development

  • 2. Definition: Organizational Development OD is a study of research, theory, and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance.
  • 3. Burkes description focuses attention on culture as the target of change Frenchs definition is concerned with ODs long term interest and the use of consultants Burke and Bradfords definition broadens the range and interests of OD. Worley and Feyerherm suggested that for a process to be called organization development Beckhards and Beers definitions address the process of OD.
  • 4. OD: improvement, and reinforcement of the strategies, structures, and processes that lead to organization effectiveness. This definition emphasizes several features that differentiate OD from other approaches to organizational change and improvement, Such as management consulting, innovation, project management, and operations management.
  • 5. 1st, OD applies to changes in the strategy, structure, and or processes of an entire system, such as an organization, a single plant of a multi plant firm, a department or work group, or individual role or job.
  • 6. 2nd, OD is based on the application and transfer of behavioral science knowledge and practice, including micro concepts, such as leadership, group dynamics, and work design, and macro approaches, such as strategy, organization design, and international relations.
  • 7. 3rd, OD is concerned with managing planned change, but not in the formal sense typically associated with management consulting or project management, which tends to comprise programmatic and expert-driven approaches to change. Rather, OD is more an adaptive process for planning and implementing change than a blueprint for how things should be done.
  • 8. 4th, OD involves the design, implementation, and the subsequent reinforcement of change. It moves beyond the initial efforts to implement a change program to a longer- term concern for appropriately institutionalizing new activities within the organization.
  • 9. 5th, OD is oriented to improving organizational effectiveness. Effectiveness is best measured along three dimensions. To solve its own problems and focus attention and resources on achieving key goals. High financial and technical performance, including sales growth, acceptable profits, quality products and services, and high productivity Effective organization has satisfied and loyal customers or other external stakeholders and an engaged, satisfied, and learning workforce 1 2 3
  • 10. OD: The behavioral sciences have developed useful concepts and methods for helping organizations to deal with changing environments, competitor initiatives, technological innovation, globalization, or restructuring. OD helps managers and administrators to manage the change process.