These are some of the terms most commonly used in Organisational Development ([[What is OD?->OD101]]).
Burke-Litwin Change Model
Kurt Lewin’s Unfreezing, Changing and Refreezing Model
Larry Greiner’s Growth Model
Leavitt’s System Model
SWOT ModelOrganization Development (OD) is a system-wide application of scientific technology and processes used to plan, develop, and align organization strategies, structures, and processes to improve the effectiveness of an organization.
There are four important characteristics of change based on OD principles:
1. A planned effort
3. Managed from the top
4. Focused on increasing organization effectiveness and health
[[How does OD differ from training?->OD vs Training]]
[[What are the different types of OD interventions?->OD Interventions]]OD involves analyzing the entire organization: strategy, culture, structure, systems, people, processes, and planning.
Training design uses a similar approach to OD (ADDIE model – Assess, Develop, Design, Implement, and Evaluate) but it is usually focused on people/ behaviors/ performance components. It is difficult to tie training outcomes to strategic goals and often training not measured effectively or reinforced properly to determine the change or impact.
[[I see.->OD101]]OD interventions are the building blocks which are the planned activities designed to improve the organization’s functioning through participation of the members of the organization.
Some OD Programs may use only one or a few of these interventions, while other programmes may use several of them simultaneously. Some of the many OD interventions are.
1. Diagnostic activity:
This activity involves collection of all the pertinent information about the state of the organization.
2. Team building:
Team building activities are designed to enhance the effectiveness and satisfaction of individuals who work in groups in order to improve the effectiveness of the entire group.
3. Sensitivity training:
Sensitivity training refers to a method of changing behaviour through unstructured group interaction. The idea is that in such training periods, the participants can openly express their ideas, beliefs, perceptions and attitudes and they learn about interpersonal behaviour. Such training could result in empathy for others, increased tolerance for individual differences, improved listening skills and greater trust in each other.
4. Intergroup relationships:
Just as there are problems within a group, there are problems among two or more different groups who are interdependent among themselves. The activities of these groups must be synchronized and coordinated to achieve the organizational goals and any unhealthy competition between the groups must be eliminated.
5. Process consultation:
The purpose of process consultation is for an outside OD consultant to assist the management, to perceive, understand and act upon process events within the organization.
In general, all OD efforts are designed to bring changes in the conceptual environment of an organization as well as the outlook of organizational members. Each member begins to see himself as a resource to others and is willing to lend his support to his colleagues when such support is needed.