How to developed a good organisationm.

1. A setup which brings individuals together from different
backgrounds,varied interests & specializations on a common platform for them to work as a single
unit & achieve certain predefined goals is known as organization.
Organisation Development is a growing field of Human Resource Management. It has its
foundations in a number of behavioural and social sciences. Its a systematic application
and transfer of behavioral science knowledge to the planned development, improvement, an
reinforcement of the strategies , structures, and processes that lead to the organization
effectiveness.” OD practitioners are unashamedly humanistic in their approach to change
management and delivering sustainable organisational performance.
It is a planned, systematic, long term change in organisation with focus on problem solving
capabilities,copingskills,selfrenewal capabilitiesandorganisationalvalues with the help of change
agents, and behavioural science experts.
“Organisation Development (OD) is both the field of applied behavioural science focused on
understanding and managing organisational change to increase an organisation’s
effectiveness and viability and a field of scientific study and enquiry”
Very often organisations invest heavily in transformational change programmes
or organisational development interventions that fail to deliver performance in a sustainable
way. Organisation Development believes that every part of an organisation is integral to a
system that relies on and impacts other elements of the internal and external environment
in which the organisation operates.
OD helps organizations deliver sustainable performance improvement through people.
Those who practice OD usually have a strong humanistic and democratic approach to
organizational change. People and collaboration are key features of any OD intervention.
Characteristics of Organisational Development:
• A planned change: compare to other approaches OD is systematic, planned process
of organizational change
• Comprehensive change : generally involve total system.(strategy , structure ,
process)
• Long-range change: OD takes months or years to implement . Not intended t o be
stopgap measure.
• Participation of change agent: services of an outside expert are generally retained to
implement OD process. “do it yourself” programs are discouraged.
• Emphasis on intervention : it results in an active intervention of change agent in the
ongoing activities of the organization
• Collaborative management : in contrast to the traditional management structure , OD
stresses on collaboration among various levels. It is viewed in a system perspective

2. To deliver a sustainable environment for performance there are a number of organisational
development and design elements that may be relevant to delivering the performance
outcomes required. The OD practitioner will get involved in any number of intervention
including; organization diagnostic, evaluation, strategic thinking, culture change, change
management, coaching, mentoring, leadership development, team building, organizational
design, evaluation, performance management, talent management, HR processes, learning
and development, sales effectiveness, and customer services as part of a holistic OD
intervention.