~ OD Definition

Organization Development (OD) is a planned systemic process in which applied behavioral science principles and practices are introduced into ongoing organizations toward the goal of increasing individual and organizational effectiveness. The focus is on the organization and making them function better, that is, on total system change. The orientation is on action; achieving desired results as a consequence of planned activities. The target is human and social processes, the people side of organizations.

Organization Development is a unique organization improvement strategy that emerged in the late 1950s and early 1960s. Originally based on insights from group dynamics and on theory and practice related to planned change, the field has evolved into an integrated framework of theories and practices capable of solving or helping to solve most of the important problems confronting the human side of organizations.

OD Approach

• Consultant / Practitioner typically structure activities to help organization members to solve their own problems and learn how to do ongoing learning.
• Consultant / Practitioners are co-learners as well as collaborators, they do not give solutions to problems but facilitate and support organization members in finding their own solutions.
• The aim of the activities is to leave the organization members better equipped to know how to address and solve their problems.
• OD is a process that focuses on organization culture, processes, and structure utilizing a total system perspective
• Hallmark of OD is that OD is a process of fundamental change in an organization’s culture
• OD is a journey not a destination, it is an unfolding and evolving series of events, not a mechanical, step by step procedure. OD is an iterative process.

Major events in the process are:

• Sensing something is wrong that should be corrected and or addressed
• Diagnosing the situation to determine what is happening
• Planning and taking action to change the problematic conditions
• Evaluating the effects of the action
• Making adjustments as necessary
• Repeating the sequence
• OD is a process of diagnosing, taking action, re-diagnosing, and taking action. This process assumes a distinct form in OD called action research.

OD Method

• Action Research has three main components:
  • Highly participative nature of OD
  • The consultant / practitioner role of collaborator and co-learner
  • The iterative process of diagnosis and action
• The Action Research Model as applied in OD consists of:
  • A preliminary diagnosis
  • Data gathering from the client group
  • Data feedback from the client group
  • Exploration of the data by the client group
  • Action planning by the client group
  • Action taking by the client group
  • OD practitioner acting as facilitator throughout the process

OD Processes 

Types of projects that consultants / practitioners regularly or occasionally conduct:

Organization Development services include:

* Action Research
* Appreciative Inquiry
* Teambuilding
* Goal Setting
* Group Facilitation
* Future Search Conferences
* Creative Problem Solving
* Strategic Planning
* Learning Organizations
* Knowledge Management
* Leadership Development
* Management Development
* Process Consulting
* Open Space Meetings/Conferences
* Career Development
* Conflict Utilization
* Interpersonal Communication
* Diversity
* Organization Design
* Socio-technical Systems Design
* Whole Systems Change

Often described as "change agents," OD consultants come from varied backgrounds with experience and training in applied behavioral science, cultural anthropology, organization development, organization behavior, psychology, adult education, social work, management and/or human resources. Many have advanced degrees and most have experience in a variety of organizational settings.

There are both "internal" and "external" OD consultants. An internal OD consultant is a full-time employee with a given organizational system. External consultants may be self-employed or on the staff of a consulting firm. External consultants work with one or more client systems contracting for specific projects to enhance organizational system performance and human relationships.