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In this research paper focus in on training as an OD interventions which are now and then being practically used in various companies both in India and abroad. This research paper starts with an overview of Organizational development which says Organization development offers a prescription for improving the “fit” between the individuals and the organization, between the organization and the environment, and among the organizational components such as strategy, structure and process. It also states that in OD, there is a reciprocal influence between culture, strategy, structure and processes; each is important and each influences the other. In this research paper history of OD is also discussed which includes second generation OD efforts. Through this research paper we also get clarity on what can be various objectives of organizational development programme before a beginning is made. It concludes with some of the experiences of Indian Organizations with Various O.D. Interventions. An Overview of Organization Development: When an individual develops, organization develops automatically. OD refers to development of following elements of the organization: Developments of individuals, teams and the organizations. Development can only take place when an appropriate knowledge is achieved and passed on to subordinates. Hence it is necessary to study various fields of studies that contribute heavily to the field of OD. In this context, study of psychology, social and industrial psychology, economics, politics, commerce, medical, and sociology is important. These fields of study are already rich. OD envisages acquiring skills through already proved models and applying the same for improvement based on situations on hand. As per Wendill L. French and Cicil H. Bell, Jr. “Organization development offers a prescription for improving the ‘fit’ between the individuals and the organization, between the organization and the environment, and among the organizational components such as strategy, structure and process. The prescription is implemented through inventions and activities that address specific problematic conditions.” Review of Literature: Beckhard (1969), has defined organization development as an effort (1) planned, (2) organization wide, (3) managed from the top, (4) increase organization effectiveness and health through (5) planned interventions in the organization’s “processes,” using behavioural science knowledge. Bennis (1969), OD is a response to change, a complex education strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets and challenges, and the dizzying rate of change itself. Beer (1980), the aim of OD are (1) enhancing congruence between organizational structure, processes, strategy, people, and culture; (2) developing new and creative organizational solutions; and (3) developing the organization’s self-renewing capacity. Organizational development is a set of behavioural science based theories, values, strategies and techniques aimed at the planned change of the organizational work setting for the purpose of enhancing individual development and improving, organizational performance, through the alteration of organizational members’ on the job behaviours (Porras and Robertson, 1992). OD is a system wide application of behavioural science knowledge to the planned development and re-enforcement of organizational strategies, structures, and processes for improving an organization’s effectiveness (Cummings and Worley, 1993). OD is a planned process of change in an organization’s culture through the utilization of behavioural science technologies, research and theory (Burke, 1994). From the above definitions following points emerge: • OD is a field of applied behaviour science technologies. • It is related to planned change. • The study of OD is concerned with the total organizational systems and processes. • OD is related to achieving congruence among organizational components like structure, culture and processes. • OD is a long-term strategy intended to change beliefs, attitudes, values and organizational structures. It is carried out to achieve organizational effectiveness and meet the challenges of changed environmental factors. • The study of OD is aimed at developing overall organization with particular reference development of organizations renewing capacity. Latest Trends in OD: Organization Development (OD) is applied behavioural science. It is a strategy to develop people in the organization. It aims at improving the people side of the organization by planned change. It focuses on people, relationship, policies, procedures, processes, norms, organizational structure and improving the very culture of the organizations. It is a mission initiated by the top managers and practised down the line in the organizational hierarchy. Total involvement makes OD efforts successful. It must be remembered that organizations are made up of human systems aimed at achieving individual and organizational goals, priority being given to the latter. In the present era of information technology and knowledge management, it has added a new dimension to the study of OD. Organization Transformation (OT) may be called as the second generation OD as suggested by Porras and Silvers. They suggest that the “planned change interventions can be divided into two parts. The first comprises the more traditional approach, Organizational Development (OD), which until recently synonymous with term planned change. The second generation as OT. Cummings an Worley describe OT as follows: “Organization transformation can occur in response to or |
