OD ICCL CASE
OD INTERVENTION IN ICCL (INDIAN CHEMICAL COMPANY LIMITED)
ORGANISATIONAL DEVELOPMENT Organization Development (OD) is a planned, organization-wide effort to increase an organization 's effectiveness and viability. Warren Bennie, has referred to OD as a response to change, a complex educational strategy intended to change the beliefs, attitudes, values, and structure of organization so that they can better adapt to new technologies, marketing and challenges, and the dizzying rate of change itself. OD is neither "anything done to better an organization" nor is it "the training function of the organization"; it is a particular kind of change process designed to bring about a particular kind of end result. OD can involve interventions in the organization 's "processes," using behavioral science knowledge as well as organizational reflection system improvement; planning and self-analysis . OD is long term efforts led and supported by the top management, to improve an organization 's vision, empowerment, learning and problem solving process through an ongoing collaborative management of an organization 's culture with special emphasis on the culture of intact work team and other team configuration utilizing the consultant facilitator role and the theory and technology of applied behavioral science, including action research.
Organizational development simply may be described as a methodology or technique used to effect change in organization or section of the organization with a view of improving the organization effectiveness. It has following attributes:- A planned process of change Applied behavioral science approach Aims at the change of organization culture Aims at reinforcement of organization culture Applies to an entire system of an organization Targets long term institutional activity A process managed by top management
DIFFERENT CHARACTERISTICS OF ORGANISATIONAL DEVELOPMENT VALUE OF
ORGANISATIONAL DEVELOPMENT Organization Development (OD) is a planned, organization-wide effort to increase an organization 's effectiveness and viability. Warren Bennie, has referred to OD as a response to change, a complex educational strategy intended to change the beliefs, attitudes, values, and structure of organization so that they can better adapt to new technologies, marketing and challenges, and the dizzying rate of change itself. OD is neither "anything done to better an organization" nor is it "the training function of the organization"; it is a particular kind of change process designed to bring about a particular kind of end result. OD can involve interventions in the organization 's "processes," using behavioral science knowledge as well as organizational reflection system improvement; planning and self-analysis . OD is long term efforts led and supported by the top management, to improve an organization 's vision, empowerment, learning and problem solving process through an ongoing collaborative management of an organization 's culture with special emphasis on the culture of intact work team and other team configuration utilizing the consultant facilitator role and the theory and technology of applied behavioral science, including action research.
Organizational development simply may be described as a methodology or technique used to effect change in organization or section of the organization with a view of improving the organization effectiveness. It has following attributes:- A planned process of change Applied behavioral science approach Aims at the change of organization culture Aims at reinforcement of organization culture Applies to an entire system of an organization Targets long term institutional activity A process managed by top management
DIFFERENT CHARACTERISTICS OF ORGANISATIONAL DEVELOPMENT VALUE OF
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