Your organization can develop if you start the change process!

          

 

       Organizational development (OD) is a planned,      organization-wide effort to increase an organization's effectiveness, efficiency and viability.

     Warren Bennis has referred to OD as a response to change, a complex educational strategy intended to change the beliefs, attitudes, values, and structure of organization so that they can better adapt to new technologies, marketing and challenges, and the dizzying rate of change itself. OD is neither "anything done to better an organization" nor is it "the training function of the organization"; it is a particular kind of change process designed to bring about a particular kind of end result. OD can involve interventions in the organization's   "processes," using behavioral science  knowledge as well as organizational reflection, system improvement, planning, and self-analysis.At the core of OD is the concept of organization defined as two or more people working together towards one or more shared goal(s). Development in this context is the notion that an organization may become more effective over time at achieving its goals.  OD is a long range effort to improve organization's problem solving and renewal processes, particularly through more effective and collaborative management of organizational culture, often with the assistance of a change agent or catalyst and the use of the theory and technology of applied behavioral science.Organizational development is a "contractual relationship between a change agent and a sponsoring organization entered into for the purpose of using applied behavioral science and or other organizational change. A change agent in the sense used here is not a technical expert skilled in such functional areas as accounting, production, or finance. He is a behavioral scientist who knows how to get people in an organization involved in solving their own problems. His main strength is a comprehensive knowledge of human behavior, supported by a number of intervention techniques. The catalyst for change include:
Competitive technology/Competition Inventors          Radical  thinkers Politics and policy                   Vogue/Fashion adherents 

      Economic environment   

        The areas that are normally associated with organizational development include organizational performance, balanced scorecard, performance improvement, process improvement, bench marking, strategic planning, succession planning, action research, leadership development and group dynamics.