Organizational development takes place through a cooperative management of the company's organizational culture.

1. Organizational Development and
Change Management

2. Organizational development may be defined as an ongoing
process directed and supported by management in order
to enhance the vision, learning and problem solving
processes of the organization. Organizational
development takes place through a cooperative
management of the company's organizational culture.
There is special emphasis on work teams.

3. The process of organizational development helps
organizations scale greater heights as there is a drive
towards achieving greater effectiveness through
improved productivity and improved quality of
cooperation. Thus, it is obvious that the basic premise
behind organizational development is the belief that
organizations are social systems in themselves.

4. Some of the most distinguishing
characteristics of organizational development
are:
The primary focus is on processes and organizational culture
Thrives with meaningful collaboration of leaders and managers
in the organization, thus managing the culture of the
organization
Teams are given high importance as these are necessary for
accomplishing goals
Primary focus is on the human side of the organization and
therefore practices are rooted in behavioral sciences
Based largely on collaboration

5. The primary aim of organizational development is to
improve the long-term performance of the organization
through the enrichment of the members who form it.
Through OD, the entire organization is targeted and various
departments, teams and work groups getting sufficient
attention.

6. Practitioners of organizational development are
collaborators or facilitators in the learning process. The
main focus is on problem solving skills and emphasis is
on gaining knowledge through self-analysis.
Organizational development is therefore a development
approach that seeks the improvement of both the
individual and the organization.
Surveys show that most people are working way below their
full potential and have the ability to make a much greater
contribution towards organizational growth. There are
certain assumptions that underlie organizational
development. The most prominent of these is the belief
that every individual desires to develop their potential to
the maximum. Therefore, there is an inborn drive
towards personal development, which is possible when
individuals are in a supportive and challenging
environment.

7. The most common OD tools include:
Change management
Training
Continuous improvement
Feedback and action planning is also an important tool
for the development of the organization.

8. Change management: This is perhaps one of the toughest
tasks of leadership. Only a very small proportion of
efforts to change actually bear fruits. Involving the entire
team in the change effort is important because it then
becomes their effort as opposed to any one person's
efforts.
Training is a vital tool. The most effective kind of training
include hands-on training, cooperative learning and
training. By contrast, competitive learning could actually
stand in the way of learning.
Continuous improvement is brought about when employees
try and adapt themselves to the changes happening
around them.

9. Organizational development can be brought about OD
professionals, who may be employed by the organization
itself or hired on a need basis. Each type of professional
brings with them certain advantages. For instance, a
person from the organization is familiar with the
organizational culture and already enjoys established
relationships within the organization. On the other hand,
a consultant is fresh to the organization and therefore has
no preconceived notions. The latter also has the freedom
to say things as they are.

10. Resources:
http://www.organizedfeedback.com
http://ezinearticles.com/?Organizational-
Development-and-Change-
Management&id=6529501