Steps for Organizational Development Interventions

Organizational development (OD) encompasses the actions involved with applying the study of behavioral science to organizational change. It covers a wide array of theories, processes, and activities, all of which are oriented toward the goal of improving individual organizations. Generally speaking, however, OD differs from traditional organizational change techniques in that it typically embraces a more holistic approach that is aimed at transforming thought and behavior throughout an enterprise. Definitions of OD abound, but they are all predicated on the notion of improving organizational performance through proactive techniques and activities. It is also worth noting that organizational development, though concerned with improving workforce performance, should not be mistaken for human resource development. Organization development is the planned process of developing an organization to be more effective in accomplishing its desired goals. It is distinguished from human resource development in that HRD focuses on the personal growth of individuals within organizations, while OD focuses on developing the structures, systems, and processes within the organization to improve organizational effectiveness.

Eliminating Hierarchical Decision-Making

When creating developmental change in an organization, the responsibilities of decision-making should shift from being a task designated to managers to one that all the employees share. In healthy organizations, managers understand that decision-making should occur where the sources of information are, which is not always toward the top of the chain of command.

Focusing on Groups

Because teams make up organizations, not just individuals, change must primarily occur in groups in order to make a difference in the culture. Groups within an organization must have a clear understanding about its purpose, mission and goals, as well as the purpose and organization of the company's structure. For change agents to be effective, employees and their respective departments should have a good understanding regarding the various departments within an organization and their relationships. Leadership in a company must have a balance, not act as if it is "above the law" and provide support to employees.

Building Trust

In order to create change and promote open communication, an organization must have a culture of mutual trust. Managers cannot expect employees to trust them automatically. Instead, in order to breed trust, managers must first show employees that they are trusted.

Reducing Unnecessary Competition

While some competition is healthy, it is not always necessary to create change. Instead of creating an environment focused on competition to help motivate employees, a company should focus on creating a culture focused on collaboration. Collaborative conditions can help improve teamwork and communication, as well as help employees feel their contributions are important.

Investing in Employees

When a company invests in its employees, employees will invest their time and talents back into the company. In addition to monitoring goals, providing feedback and reinforcing positive employee activities, organizations should also work toward developing the skills of their employees and enhancing their sense of well-being. Such investments can include educational opportunities, providing employee benefits and providing the support and tools needed to accomplish work efficiently.

Interim Measurements of Control

When working toward a goal, it is important for a company to understand that the responsibility of achieving goals falls on all levels of the organization, not just managerial strategies. Therefore, the organization as a whole, individual departments and employees must evaluate their activities against set goals.

Active Employee Participation

Employees will support what they help build. In order to create change, all employees should have opportunities to participate actively in the decisions and achievements of their employer. Doing so will help create a sense of ownership and loyalty in employees and help them to embrace change agents.

Strategic Interventions

Strategic interventions sometimes are necessary to create change within a company and its relationship with the external environment. Such interventions can include mergers or acquisitions, a rapid expansion of the market, new or increased competition from another company or reestablishing relationships with stakeholders.