Organization Development Technique

Organizational Development (OD) is the investigation of fruitful hierarchical change and execution. OD rose out of human relations thinking in about the 1930s. Organizational development is a gradual process which should be implemented in a systematic manner and should be in sync with the external environment. It is to be noted that organizational development is not an overnight transformation.

Here are Some Techniques of Organizational Development:

  1. Survey Feedback – This technique involves collection of data with the help of questionnaires. This information helps the managers in making several managerial decisions. The feedback survey questions range from work quality, working condition, working hours, salaries and the attitude of the employees. This information is then broke down by the group of chiefs. They discover the issues, assess the outcomes and discover arrangements. Data is gathered from every one of the individuals in the organization. Supervisors direct gatherings with their subordinates and examine the data, enable subordinates to decipher the information. After this, designs are set up for rolling out essential improvements. This method is used at all levels of administration.
  2. Sensitivity Training – It is very prevalent Organizational Development technique. It is otherwise called lab preparing. Under this system the representatives in bunches are made a request to collaborate. The point of affect ability preparing is to enable individuals to see each other and pick up understanding with the goal that they feel free and end up plainly emphatic. Under this system the distinctive gatherings of representatives are permitted to stir up with each other and impart unreserved feedback and develop relational relationship. They take in the impression of their conduct and attempt to enhance it. In the expressions of Chris Argyris, “affectability preparing is a gathering knowledge intended to give most extreme conceivable chance to the people to uncover their conduct, give and get criticism, try different things with new conduct and create consciousness of self and of others.” The participants, through this procedure get knowledge about the sentiments of others and conduct and the effect of their conduct on others. It develops receptiveness, enhances listening aptitudes, endure singular contrasts and the specialty of settling clashes. It helps in lessening relational clashes in the association.
  3. Managerial Grid – This strategy is produced by industrial psychologist Robert Blake and Jane Mouton. The idea of administrative network distinguishes two noteworthy measurements of administration conduct. They are individuals arranged and creation situated practices. Endeavors are made to give careful consideration to both the factors.
  4. Team building – Group Building is another Organizational Development technique for association advancement. This technique is particularly intended to make change in the capacity of representatives, inspiring them to cooperate. It is the association advancement system which underscores on group fabricating or shaping work bunches keeping in mind the end goal to enhance authoritative viability.

This Organizational Development technique for group building is utilized in light of the fact that individuals by and large don’t open up their minds. This method causes them express their perspectives and perceive how others translate their perspectives. It builds the affectability to others’ conduct.

All these techniques enable organizations to gather critical feedback and information about their functioning and required modifications can be made for organizational development.