Organizational development OD process


The Organizational Development (OD) process is complicated and it takes long time to complete the process. It takes minimum of one year and sometimes continues indefinitely. There are different approaches to OD process but the typical process consists of seven steps, viz., initial diagnosis, data collection, data feedback and confrontation, action planning and problem solving, team building, inter group development and evaluation and follow–up.

1. Initial Diagnosis:
If executives recognize that there are inadequacies within organization which can be corrected by OD activities, it is necessary to find out the professional and competent people within the organization to plan and execute OD activities. If competent people are not available within the organization the services activities are to be taken. The consultants adopt various methods including interviews, questionnaires, direct observation, analysis of documents and reports for diagnosing the problem.

2. Data Collection:
Survey method is used to collect the data and information for determining organizational climate and identifying the behavioral problems.

3. Data Feedback and Confrontation:
Data collected are analyzed and reviewed by various work groups formed from this purpose in order to mediate in the areas of disagreement or confrontation of ideas or opinions and to establish priorities.

4. Selection and Design of Interventions:
The interventions are the planned activities that are introduced into the system to accomplish desired changes and improvements. At this stage the suitable interventions are to be selected and designed.

5. Implementation of Intervention:
The selected intervention should be implemented. Intervention may take the form of workshops, feedback of data to the participants, group discussions, written exercises, on-the-job activities, redesign of control system etc. Interventions are to be implemented steadily as the process is not a “one-short, quick cure� for organizational malady. But it achieves real and lasting change in the attitudes and behavior of employees.

6. Action Planning and problem Solving:
Groups prepare recommendations and specific action planning to solve the specific and identified problems by using data collected.

7. Team Building:
The consultants encourage the employees throughout the process to form into groups and teams by explaining the advantages of the teams in the OD process, by arranging joint meetings with the managers, subordinates etc.

8. Inter group Development:
The consultants encourage the inter group meetings, interaction etc., after the formation of groups/teams.


The organization finally has to evaluate the OD programs, find out their utility, and develop the programs further for correcting the deviations and/or improved results. The consultants help the organization in this respect. All the steps in the OD processes should be followed by the organization in order to derive full range of OD benefits.

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