1. PowerPoint Presentation to AccompanyPrepared ByMohit Singh Mohd. Abubakr Raj kumar gupta

2. INTRODUCTION Organisational development is a collection of change method that try to improve organisational effectiveness and employee well being. Organisation development encompasses a collection of planned-changed interventions built on humanistic democratic value that seek to improve organisational effectiveness and employee well-being 3. Features of organizational development Planned Change Comprehensive Change Long-range change Dynamic processParticipation of change agentEmphasis on intervention Emphasis on action researchNormative educational process 4. Role of organizational development To place emphasis on humanistic values To Treat each human being as a complex personTo increase the level of trust among members To increase the level of enthusiasm at all levels To increase the level of self & group responsibility in planning 5. Problems in organizational development Discrepancy between ideal and real situations Lack of open system concept Resistance to change Lack of motivation among members Costly programmes 6. Process of organisational developmentProblem identification & diagnosis Planning strategy for change Intervening in the system Evaluation 7. Managing the OD Process Three basic components of OD programs: DiagnosisContinuous collection of data about total system, its subunits, its processes, and its culture Action All activities and interventions designed to improve the organizations functioning Program All activities designed to management ensure success of the program 8. OD Interventions Organization Development (OD) interventions techniques are the methods created by OD professionals and others. Single organization or consultant cannot use all the interventions. They use these interventions depending upon the need or requirement. The most important interventions are,1. Survey feedback 2. Process Consultation 3. sensitivity Training 4. The Managerial grid 5. Goal setting and Planning 6. Team Building and management by objectives 7. Job enrichment, changes in organizational structure and participative management and Quality circles, ISO, TQM 9. Process of OD Intervention Sensitivity training Team building Survey feedback Behaviour modificationGrid organization development Career planning Job expectation technique Organisational renewal process 10. Structural OD InterventionsJob redesign Work schedule option Process consultationMBO Decision centres Collateral organisation 11. Definition of sensitivity training Sensitivity Training is a form of training that claims to make people more aware of their own prejudices, and more sensitive to others. According to its critics, it involves the use of psychological techniques with groups that its critics. 12. Definition of team building 1. High interaction among team members to increase trust and openness.2. Team building uses high interaction group activities to increase trust & openness among team members, improve coordinative efforts, and increase team performance. 13. Process of team building Problem sensing Examining deferences Giving & receiving feedback Developing interactive skills Follow-up actions 14. Survey feedback The use of questionnaires to identify discrepancies among members perceptions, discussion follows, & remedies are suggested. 15. Process of Survey feedback Data collection Feedback & information Follow-up action 16. Process Consultation The basic content of p-c is that the consultant works with individuals and groups in the organisation to help them learn about human and social processes and to solve problems that stem from process events. 17. Process Consultation Initiate contact Define the relationship Select the setting and the method Gather data & make a diagnosis Intervene Reduce involvement & terminate 18. Grid organisational developmentIt is a comprehensive and systematic OD programme which aims at individuals groups and the organisation as a whole. It utilises a considerable number of instruments, enabling individuals and groups to assess their own strengths and weaknesses.Blake & Mouton 19. Process of Grid organisational development Managerial gridTeamwork developmentIntergroup developmentDeveloping ideal strategic corporate modelImplementing the ideal strategic modelSystematic critique 20. SUMMARY OD Effort is a planned change involves the total system managed with total acceptance and commitment of the top management is designed to improve organisational effectiveness makes use of behavioural science knowledge 21. Summary- Contd is in terms of intervention at the task or structure or technology or people level is an ongoing process and long term process relies primarily on experiential learning uses an action research intervention mode 22. Summary contd...OD can make a difference Good understanding Proper response Adaptability 23. http://www.citehr.com/3596-organizationdevelopment-interventions.html