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Organisational Development and its characteristics
Organisational Development (OD) can be described as the systematic process to change the culture, system and behavior of organization. It is process that helps in solving organizational problems and achieving organizational objectives. Organisational Development works as important mechanism that helps in impressing the organization and its employee through planned and established system. It concentrates on people dimensions like norms, values, attitudes, relationships, organisational culture etc. The strategies of Organisational Development focus on enhancement of organization effectiveness and solving organisational problems. It includes structural and technological changes and focuses on working relationships of employees with the organisation. Organisational Development is the modern approach to management of change for human resources development.
The characteristics of Organisational Development (OD) are as follows:-
1. Organisational Development is an educational strategy that attempts to bring about a planned change.
2. Organisational Development relates to real organisational problems instead of hypothetical cases.
3. Organisational Development uses sensitivity training methods and lay emphasis on the significance of experiment based training.
4. Its change agents are almost external consultants outside of the organisation.
5. The external change agents and internal organisation executives establish a collaborative relationship that involves mutual trust, influence and jointly determined goals.
6. The external change agents are humanists and seek to establish a social and altruistic philosophy within an organisation.
7. The goals that the change agent seeks to achieve through OD tend to reflect human approach and aims for better conflict resolution, increased understanding and more considerable leadership.
8. The required changes in the organisation are usually the result of some immediate problems but it is a long term approach covering three to five years.
9. It is used to describe variety of change programmes and intends to change the organisational philosophies, attitudes and skills of people.
10. It is a dynamic process that involves considerable investment of money and time
11. It is research based activity and aims at conducting surveys, collection of data and evaluation of the situation
12. It works on open and adaptive system concepts and believes that organisational design and managerial performance are mutually interdependent.
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