Organization development (OD) is a deliberately planned, organization-wide effort to increase an organization’s effectiveness and/or efficiency and/or to enable the organization to achieve its strategic goals.
Organization development is an ongoing, systematic process of implementing effective organizational change.
Organization development interventions are about change so involve people – but Organization development also develops processes, systems and structures. The primary purpose of OD is to develop the organization, not to train or develop the staff.

Core Values

Margulies and Raia (1972) articulated the humanistic values of Organizational Development as follows:

> Providing opportunities for people to function as human beings rather than as resources in the productive process.
> Providing opportunities for each organization member, as well as for the organization itself, to develop to their full potential.
> Seeking to increase the effectiveness of the organization in terms of all of its goals.
> Attempting to create an environment in which it is possible to find exciting and challenging work.
> Providing opportunities for people in organizations to influence the way in which they relate to work, the organization, and the environment.
> Treating each human being as a person with a complex set of needs, all of which are important to their work and their life.

Objective of Organization Development

The objective of OD is:

1. To increase the level of inter-personal trust among employees.
2. To increase employees’ level of satisfaction and commitment.
3. To confront problems instead of neglecting them.
4. To effectively manage conflict.
5. To increase cooperation and collaboration among the employees.
6. To increase the organization’s problem solving.
7. To put in place processes that will help improve the ongoing operation of the organization on a continuous basis.

As objectives of organizational development are framed keeping in view specific situations, they vary from one situation to another. In other words, these programs are tailored to meet the requirements of a particular situation. But broadly speaking, all organizational development programs try to achieve the following objectives:

1. Making individuals in the organization aware of the vision of the organization. Organizational development helps in making employees align with the vision of the organization.
2. Encouraging employees to solve problems instead of avoiding them.
3. Strengthening inter-personnel trust, cooperation, and communication for the successful achievement of organizational goals.
4. Encouraging every individual to participate in the process of planning, thus making them feel responsible for the implementation of the plan.
5. Creating a work atmosphere in which employees are encouraged to work and participate enthusiastically.
6. Replacing formal lines of authority with personal knowledge and skill.
7. Creating an environment of trust so that employees willingly accept change.

According to organizational development thinking, organization development provides managers with a vehicle for introducing change systematically by applying a broad selection of management techniques. This, in turn, leads to greater personal, group, and organizational effectiveness.