Impact of OD interventions and measures to analyse its impact
Organisational development (OD) is an effort planned organisation-wide and managed from the top to increase organisationâ€™s effectiveness and health through planned interventions in the organisationâ€™s `processesâ€™ , using behavioural-science knowledge. (Beckhard 1969:9)
OD approach was developed to improve the various functions of the organization and is characterised by analysis of the organizational structure and system with emphasis on both individual and group efforts. OD interventions usually involve external consultants acting as change agents.
Activities in OD interventions
The activities which ...view middle of the document...
Data on the various human processes are collected from the organization and analysed by relevant change agents to develop solutions to identified problems.
â€¢ Complementary techniques '' This group of activities are mostly used to complement one of the other activities and include counselling sessions, process consultation etc.
OD Interventions and their Impact
OD interventions are typically two staged. The first is designed to produce changes which directly affect the attitudes, perceptions, and behaviours of the participants and are called first-order changes. This is normally followed by second-order change affecting individuals in the other parts of the organization occurring as a result of interdependencies between subsystems in the organization. Finally, the aggregation of resultant behaviours affects the organization as a whole, which may be a consequence of first order change alone or a combination of both.
OD interventions have its impact on various elements in an organization. They can be classified into various categories and include:
â€¢ Organizational climate '' The impact of OD interventions on the organizational climate depends on various constituents of the organizational climate. Critical constituents include decision making, flow of communication within the organization, motivational conditions, HR practices, technology and influence of lower level employees. Factors like how decisions are made within the system and how effective the decisions are and whether they are made at the right level are considered while analysing the impact of OD. Communication flow constituent comprises of the method of flow within the organization and extent of its effectiveness. The impact of motivational conditions prevalent and HR practices followed in the organization gives an indication about OD effect on people and their attitude towards work. Another important constituent looked at while considering the impact of OD is the technological readiness of the company in maintaining modern and efficient resources and equipment.
â€¢ Supervisory Leadership '' Constituents of this include leadership support for subordinates, work facilitation to provide means for successful work performance, positive emphasis on goals and high performance, and efforts to promote teambuilding.
â€¢ Peer Leadership '' Constituting factors include supports towards peers, factors to improve work facilitation, team building and goal focus for each other.
â€¢ Group processes- Deals with processes and workings within work groups.
â€¢ Satisfaction - This is a very important category made up of several items to measure general satisfaction factors like satisfaction with pay, supervisor, peers, job and work life balance.
Various variables are identified to study the impact of OD interventions with respect to all the above variables. However, the variables depend on the approach chosen.
The impact of OD interventions on...