What is Organization Development? Discuss the OD interventions.
Organization Development
Organization development is a long-range effort to improve an organization’s problem-solving and renewal processes, particularly through a more effective and collaborative management of organization culture. In doing so it gives special emphasis on the culture of formal work teams- with the assistance of a change agent. In other words OD is a planned process of change in an organization’s culture through the utilization of behavioural science technology, research and theory.
OD Interventions
An OD intervention is defined as. “the set of structured activities in which selected organizational units (target groups or individuals) engage with the task where the goals are related directly or indirectly to organizational improvements.”
OD intervention is different from traditional intervention which focuses on content. OD intervention covers the whole organizational process. OD intervention focuses on team work and intends to change towards effective behaviour. It relies on collaboration management of work culture.
Types of OD interventions
There are various OD intervention at different levels. Among them some of the key ones are discussed below.
- Management by objectives [MBO]: MBO emphasizes participation of individuals in setting goals. It is systematic and organized approach that allows management to attain maximum results from available resources by focusing on achievable goals. It is a rational approach to management and helps prevent, management by crisis, fire fighting methods. The emphasis on joint goal setting and self control not only promotes individual development but also improves organizational effectiveness in long term.
- Team building: The focus of team building is the development of effective management teams. These work groups focus on solving problems in building effective management teams. The team leader defines a problem that demands organizational change. The group analyses the problem and traces out the causes of the problem. The problem arising from communication, leadership styles, organization structure, etc. are highlighted here.
- Job enrichment: Job enrichment refers to basic change in the content and level of responsibility of a job so as to provide the satisfaction of the motivation needs (achievements, recognition, responsibility, personal growth) of personnel. Jobs are made more challenging, meaningful and interesting. When applied initially, job enrichment programmes have increased employee productivity and job satisfaction and reduced the employee turnover and absenteeism.
- Managerial grid: Managerial grid training emphasizes on the fact that most effective leadership style is that which stresses maximum concern for both production and people. It is a systematic approach for analyzing management and helps the organization in moving to the best style.
- Sensitivity training: The general goal of sensitivity training is to develop awareness of and sensitivity to oneself and others. The training generally takes place under laboratory conditions. As small number of participants (12-15) sit together along with a trainer who (usually behavioural scientist) helps the participants in having an open and authentic communication with each other. The individual participant is made aware of his behaviour, how other perceives his behaviour etc.
