CONCEPT OF OD
Warner Burke: Describes OD as "a process of planned change and improvement of an organization’s
strategies, structures, and processes to achieve effectiveness."
Organizational Development (OD) is a discipline that focuses on improving organizations and their
people through planned changes. It helps organizations adapt to challenges like competition,
technology shifts, and changing customer needs, while also supporting individuals in managing job
satisfaction, skill development, and work-life balance.
Key Challenges Today
Organizational Level: Maintaining efficiency, profitability, and aligning technology,
strategy, and culture.
Individual Level: Finding job satisfaction, staying relevant, dealing with job insecurity, and
maintaining dignity at work.
OD as a Solution
OD uses planned change to solve problems and improve both organizational performance and
individual growth. It helps organizations continuously improve and adapt.
Role of OD
OD applies behavioral science to address organizational challenges by using participative programs
and involving employees in the change process. It focuses on improving both human and social
processes within the organization.
Improving Quality of Working Life
OD improves work life by promoting personal growth, encouraging teamwork, and helping
employees find purpose in their work.
OD and Behavioral Science
OD is grounded in behavioral science and aims to improve organizational functioning. It focuses on
group dynamics, task design, and conflict resolution to bring about positive change.
Definition of OD
OD is a systematic process of applying behavioral science to improve individual and organizational
effectiveness. It involves planned change, grounded in research and theory, to enhance both individual
and organizational well-being.
Characteristics of OD
Systematic: It follows a structured process for change.
Research-Based: Uses knowledge from behavioral sciences.
Reciprocal: Organizational change requires individual change.
Goal-Oriented: Focused on improving both performance and satisfaction.
Values of OD
OD (Organizational Development) is based on values that focus on people’s well-being and the
growth of the organization:
1. Human Development: OD values the personal growth of employees. It aims to empower
them, improve their skills, and provide chances for growth in their careers.
Warner Burke: Describes OD as "a process of planned change and improvement of an organization’s
strategies, structures, and processes to achieve effectiveness."
Organizational Development (OD) is a discipline that focuses on improving organizations and their
people through planned changes. It helps organizations adapt to challenges like competition,
technology shifts, and changing customer needs, while also supporting individuals in managing job
satisfaction, skill development, and work-life balance.
Key Challenges Today
Organizational Level: Maintaining efficiency, profitability, and aligning technology,
strategy, and culture.
Individual Level: Finding job satisfaction, staying relevant, dealing with job insecurity, and
maintaining dignity at work.
OD as a Solution
OD uses planned change to solve problems and improve both organizational performance and
individual growth. It helps organizations continuously improve and adapt.
Role of OD
OD applies behavioral science to address organizational challenges by using participative programs
and involving employees in the change process. It focuses on improving both human and social
processes within the organization.
Improving Quality of Working Life
OD improves work life by promoting personal growth, encouraging teamwork, and helping
employees find purpose in their work.
OD and Behavioral Science
OD is grounded in behavioral science and aims to improve organizational functioning. It focuses on
group dynamics, task design, and conflict resolution to bring about positive change.
Definition of OD
OD is a systematic process of applying behavioral science to improve individual and organizational
effectiveness. It involves planned change, grounded in research and theory, to enhance both individual
and organizational well-being.
Characteristics of OD
Systematic: It follows a structured process for change.
Research-Based: Uses knowledge from behavioral sciences.
Reciprocal: Organizational change requires individual change.
Goal-Oriented: Focused on improving both performance and satisfaction.
Values of OD
OD (Organizational Development) is based on values that focus on people’s well-being and the
growth of the organization:
1. Human Development: OD values the personal growth of employees. It aims to empower
them, improve their skills, and provide chances for growth in their careers.
