MANAGING

ORGANIZATIONAL
DEVELOPMENT AND
PROCESS OF
ORGANIZATIONAL
DEVELOPMENT
Presented by: Sarah Gabog and Ayelah Mae Ann S. Jacobe
Introductory Activity
 Learning Objectives
At the end of this discussions the participants are expected to:
• Identify what organization development is and how to improve
their capacity for solving problems and managing future change
• Enumerate the different steps in Organizational Development
Process
• Plan and execute organizational change interventions
• Apply the concept of Organizational Development
• Emphasize the importance of Organizational Development
Process
Activity
Analysis
 MANAGING
ORGANIZATIONAL
DEVELOPMENT
Presented by: Sarah Gabog
 PROCESS OF
ORGANIZATIONAL
DEVELOPMENT
PROGRAM
Presented by: Ayelah Mae Ann S. Jacobe
Definition of Organizational Development (OD)
OD is a set of behavioral science – based theories,
values, strategies and technologies aimed at 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
behaviors
(Porras & Robertson, 1992)
Process of OD
 Seven Steps
1. Initial Diagnosis,
2. Data Collection
3. Data Feedback
4. Planning Strategy
5. Intervention
6. Team Building
7. Evaluation
 Initial Diagnosis
• In the first step, the management should try to find out an overall
view of the situation to find the real problem.

• Top management should meet the consultants and the experts

to determine the type of program that is needed.

• In the first stage only, the consultants will meet various persons
in the organization and interview them to collect some
information.
 Data Collection
In this stage, the consultant will make the surveys to determine the
climate of the organization and the behavioral problems of the
employees.

The consultant will meet groups of people away from their work
environment to get some answers to the questions such as:

(i) What specific job conditions contribute most to their job

effectiveness?

(ii) What kind of conditions interferes with their job effectiveness?

(iii) What changes would they like to make in the working of the
organization?
 Data Feedback and Confrontation
• The data which has been collected in the second
step will be given to the work groups, who will be
assigned the job of reviewing the data.

• Any areas of disagreement will be mediated

among themselves only and priorities will be
established for change.
 Planning Strategy for Change
In this stage, the consultant will suggest the strategy
for change. He will attempt to transform diagnosis of
the problem into a proper action plan involving the
overall goals for change, determination of basic
approach for attaining these goals and the sequence
of detailed scheme for implementing the approach
 Intervening the System
• Intervening in the system refers to
the planned programmed activities
during the course of an OD program.

• These planned activities bring

certain changes in the system, which
is the basic objective of OD.
 Team Building
During the entire process, the consultant
encourages the groups to examine how
they work together. The consultant will
educate them about the value of free
communication and trust as essentials for
group functioning.
 Evaluation
For evaluation of OD program, the use of
critique sessions, appraisal of change
efforts and comparison of pre and post
training behavioral patterns are quite
effective.
 Application of the concept
(OD Process)
Schools as organizations:
• “…learning organizations are comprised of people who see
themselves connected to each other and the world.” Senge (1990)

• “…the community in schools displayed the kind of connectedness

among members that resembles the bond found in family…”
Sergiovanni (1992)

• “…learning community in schools reduces isolation, increases staff

capacity, productive environment and promotes increased quality.”
Boyd (1992)
 Application of the concept
(OD Process)
• It will improve efficiency and productivity

• Win win situation for employer and employees

• Promotion of continuous improvement culture

• Quality improvement
 Why is OD Process important?
• It will provide better impact in achievement towards
organizational’s goals

• Increasing trend to maximize organization’s investment

in its employees

• Organizations need to “work smarter” and apply creative

ideas
 Application

“ Leadership Quotes”
Trainer posts a variety of leadership quotes.
Have someone stand by one that speaks to
them or shows their leadership values. Have
them explain why it is relevant to their lives.
…Think of an organization as all the clothes
“

hanging on a clothes line. All parts are connected.

If you pull on the socks the towels move…”

- Arthur Friedman