1. Definition and nature of organizational development
Definition
Organizational Development (OD) is a field of research, theory, and practice
dedicated to expanding the knowledge and effectiveness of people to accomplish more
successful organizational change and performance.
Organization Development is a body of knowledge and practice that enhances
organizational performance and individual development, by increasing alignment
among the various systems within the overall system. OD interventions are inclusive
methodologies and approaches to strategic planning, organization design, leadership
development, change management, performance management, coaching, diversity,
team building, and work/life balance.
 Organization development is a system-wide application of behavioral science
knowledge to the planned development and reinforcement of organizational strategies,
structures, and processes for improving an organization's effectiveness.
The system of organizations is very similar, if not the same as, the system of human
beings -- after all, organizations are made up of humans! Therefore, when trying to
understand the field of organization development, it might be useful to compare aspects
of the field of organization development to aspects of the field of medicine.
For example, the study of the theories and structures of organizations (often in courses
called "organizational theory") is similar to the study of anatomy and physiology of
human systems. Similarly, the study of organizational behavior is similar to the study of
psychology and sociology in human systems. Finally, the study and field of organization
development compares to the study and field of medicine regarding human systems.

2. Definition and nature of organizational development
Nature/Characterstics of OD
 Focus on culture and process: Organization development on culture and process
of proper and organization on following suitable and positive culture level and
process success organization development program depend.
 Collaboration: Organization development encourages heartfelt collaboration
between managers and employees and members managing culture and
processes.
 Accomplishment of tasks: Various kinds of teams and groups play important
roles for accomplishment of organization development activities. Thus targets
can also be achieved.
 Human and social sides: Organization development focuses on both human and
social sides. By doing so, it intervenes in the technological and structural sides
also.
 Participation: Participation and involvement of managers and players can make
the organization development process a success. It helps to exchange views and
ideal related to organization development.
 System change: Organization development focuses on total system change.
Because every change is inevitable for the success of any development program

3. Definition and nature of organizational development
 Facilitation: There are three parties to organization development process. They
are facilitators, collaborators and co-learners in the client system. Cooperation
of all these parties can help the organization to develop.
 Over arching goals: An overarching goal of the organization is to make the client
system able to solve its problems. It is done by teaching the skills and
knowledge on continuous learning through self analytical methods.
 Action research model: Organization development activities are undertaken
following the conclusions and recommendations of action research members
related to client system.
 Developmental view: Organization development takes a developmental view
for the betterment of both process and organization. Another practice in
organization development programs is to create win-win solutions.
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 In 1960 s the concept‘Organization Development’ was first coined as the area
of study in business discipline. It is a long term process. Organization
development is a systematic process. Through this process both human and
non human aspects are supposed to be improving.
 Every organization contains supra system under the total system. Sometimes it
faces external and internal influences

4. Definition and nature of organizational development
 Organization involves people, machineries, methods work, relationships, and
coordination so on. These are all every changing. These components do not
remain unchanged for a long time. Human qualities need to be developed,
machineries become obsolete, methods of work is changeable, relationship
among the people in either improving or in some cases hampering due to the
expiry of time.
 To adjust with these changes organization has to undertake some measures.
These measures may be termed as organization development. Organization
development is an ongoing, systematic and continuous process. This process is
initiated to implement any sort of change in the organization.
 If he changes take place with preplanned goal, positive intention and in a
scientific mood it may be hope that organization development will be ensured. It
is interdisciplinary in nature and draws on sociology, psychology and theories of
motivation, learning and personality. Organization development is a growing
field that is responsive to many news approaches.

5. Definition and nature of organizational development
Objectives of OD
 To apply behavioral science theories: The first objective of organization
development is to apply some behavioral science theories in the organization.
By applying these theories organization development practices hope for
development.
 To improve organizational performance: Another objective of organization
development is to improve the overall performance of organization. Thus
organization can be established as one of the important institutions in human
history.
 To ensure proper use of individual efforts: Individual performance should be
improved. This is possible by using individual efforts properly. Organization
development ensures proper use of human efforts and commitment.
 To create awareness: Organization development crates awareness among the
people working in the enterprise. They feel the need for change in comparison
with other organizations.
 To encourage people to solve problems: Every organization has many problems
and challenges. Organization development encourages people to solve these
problems and face challenges at present and future.

6. Definition and nature of organizational development
 To minimize resistance to change: In most of the cases, every change is resisted,
it hampers goal achievement. Organization development helps minimize the
resistance to change in a positive mood so that management becomes more
alert.
 To create job satisfaction: Job satisfaction encourages the people to work hard
with joy. Organization development creates job satisfaction of employees who
are involved in organization development activities.
 To increase motivation level: Motivation creates interest for work among the
employees. Therefore another important objective of organization development
is to increase motivation.
 To create supportive values: Every organization and employee has some values
and norms. The values and norms can help the organization to uphold its own
culture. Organization development creates supportive suitable values and
norms.
 To increase knowledge & skills: Knowledge on latest methods and skills can
streamline the growth of any organization. Organization development intends to
increase the knowledge and skill levels through training.

7. Definition and nature of organizational development
Process of OD
 Data collection: Surveys may be made to determine organizational climate and
behavioral problems.
 Data feedback and confrontation: Work groups are assigned to review the data
collected, to medicate areas of disagreement, and to establish priorities for
change.
 Action planning and problem solving: Groups use the data to develop specific
recommendations for change. Discussion focuses on actual problems in the
organization. Plans are specific, including who is responsible and when the
action should be completed.
 Use of intentions: Once the action planning is completed, the consultant helps
the participants select and use appropriate OD interventions, Depending on the
nature of the key problems; the intervention may focus on individuals, teams.
Interdepartmental relating or the total organization.
 Evaluation and follow-up: The consultant helps the organization evaluate the
results of tits OD efforts and develop additional programs in areas where
additional results are needed.