Organizational
Development (OD) is
the use of behavioral science to organizational change.
It encompasses a wide range of theories, processes, and
activities, all of which are point towards the goal of improving
individual organizations. OD aims at watchfully planned approaches
to altering or improving organizational structures
and processes, in an attempt to curtail negative side effects and
capitalize on organizational effectiveness.
There are piles of traditional organizational change
techniques but OD makes a difference which aims at holistic
approach converting thought and behavior throughout an entity. Like
many other organizational change techniques, the basic OD
route consists of assembling data, forecasting changes, and
then implementing and administrating the changes. However,
action research, change agent and intervention are considered
as prominent OD initiatives.
OD helps to pack together the people side of the organization,
the technical job and structure aspects whenever problems and
tensions may arise. OD interventions are sought to initiate changes
and improve individual, group and organizational effectiveness.
Though the field of OD is wide, OD gives weightage to
processes rather than problems which make it different from other system
of organizational change. Indeed, customary group change
systems have been paying attention on identifying problems in
an organization and then trying to alter the behavior that creates
the problem. OD initiatives, in contrast, focus on identifying the
behavioral interactions and patterns that cause and sustain problems, rather
than simply changing remote behaviors. OD will obviously forecast
and prevent problem aiming at creating strong organizational
performances. |
