This article throws light on the seven major steps in the organisational development process, i.e, (1) Initial Diagnosis, (2) Data Collection, (3) Data Feed
Back, (4) Planning Strategy, (5) Intervention, (6) Team Building, and (7) Evaluation.
1. Initial Diagnosis of the Problem:
In the first step, the management should try to find out an overall view of the situation to find the real problem. Top management should meet the consultants and the experts to determine the type of programme that is needed. In the first stage only, the consultants will meet various persons in the organisation and interview them to collect some information.
2. Data Collection:
In this stage, the consultant will make the surveys to determine the climate of the organisation and the behavioural problems of the employees.
The consultant will meet groups of people away from their work environment to get some answers to the questions such as:
(i) What specific job conditions contribute most to their job effectiveness?
(ii) What kind of conditions interferes with their job effectiveness?
(iii) What changes would they like to make in the working of the organisation?
3. Data Feedback and Confrontation:
The data which has been collected in the second step will be given to the work groups, who will be assigned the job of reviewing the data. Any areas of disagreement will be mediated among themselves only and priorities will be established for change.
4. Planning Strategy for Change:
In this stage, the consultant will suggest the strategy for change. He will attempt to transform diagnosis of the problem into a proper action plan involving the overall goals for change, determination of basic approach for attaining these goals and the sequence of detailed scheme for implementing the approach.
5. Intervening in the System:
Intervening in the system refers to the planned programmed activities during the course of an OD programme. These planned activities bring certain changes in the system, which is the basic objective of OD. There may be various methods through which external consultant intervene in the system such as education and laboratory training, process consultation, team development etc.
6. Team Building:
During the entire process, the consultant encourages the groups to examine how they work together. The consultant will educate them about the value of free communication and trust as essentials for group functioning. The consultant can have team managers and their subordinates to work together as a team in OD sessions to further encourage team building. Following the development of small groups, there may be development among larger groups comprising several teams.
7. Evaluation:
OD is a very long process. So there is a great need for careful monitoring to get precise feedback regarding what is going on after the OD programme starts. This will help in making suitable modifications whenever necessary. For evaluation of OD programme, the use of critique sessions, appraisal of change efforts and comparison of pre and post training behavioural patterns are quite effective.
The steps in OD are part of a whole process, so all of them need to be applied if a firm expects to get the full benefits of OD. An organisation which applies only a few steps and leaves the others will be disappointed with the results.
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FAQs
The McKinsey 7-S framework isn't defined in steps, but organized into seven factors. To implement this framework, companies analyze each of the seven S's — shared values, strategy, structure, systems, style, skills, and staff — and come up with solutions for improvement.
What are the 7 steps in the planned change model? ›
The planned change process is typically made up of the following steps:
- Recognize the need for change.
- Develop change goals.
- Appoint a change agent.
- Assess the current climate.
- Develop a change plan method for implementation.
- Implement the plan.
- Evaluate the success of the plan at reaching the change goals.
O.D. or Organisational Development is a rather grey area, with few understanding what it truly involves and how it differs from HR. The simple 5-step Organisational Development (O.D.) process outlined below should shed light on its key role within an organisation.
What are 7 organizational structure? ›
As discussed below, functional, product-based, market-based and geographical organizational structures are vertical structures. With a flat organization structure, a person may report to more than one person and there may be cross-department responsibilities and decision-making authority.
What is the 7 step Rapsies model? ›
I have chosen to use the 7 Step Rapsies Model for Effective Change Management (Gopee and Galloway, 2009) to explain how implementation of this IBIS paramedic pathway would work. The seven steps within this model are; recognition, analysis, preparation, strategies, implementation, evaluation and sustaining.
What is the seven stage model representing the consulting process? ›
It includes, defining a problem, structure problem, prioritize issues, develop issue analysis and analysis plan, conduct analyses, synthesis findings and develop recommendations. Introducing our premium set of slides with 7 Step Framework Of Consulting Process.
What are the 7 C's of organizational change? ›
I suggest the 7 Cs: Context, Communication, Confidence, Credibility, Conflict, Comfort and Consistency. I'll cover the first three in this post.
What are the 7 factors of change? ›
Effective change requires Vision, Alignment, Resources, Plan, Skill, Incentives, and Communication. If any of these key success factors (KSF) is missing, the transformation program will fail or fall short: No Vision → People are confused about the direction or the reasons for change.
What is Step 7 in Kotter change model? ›
Step 7: Build on the Change
Kotter argues that many change projects fail because victory is declared too early. Real change runs deep. Quick wins are only the beginning of what needs to be done to achieve long-term change. Launching one new product using a new system is great.
What is the OD process? ›
Organization development (OD) is an effort that focuses on improving an organization's capability through the alignment of strategy, structure, people, rewards, metrics, and management processes.
Organizational development is a critical and science-based process that helps organizations build their capacity to change and achieve greater effectiveness by developing, improving, and reinforcing strategies, structures, and processes.
What is the OD process in detail? ›
Organizational development (OD) refers to the concept and efforts to improve an organization's capability through the interactions between individuals in the organization, and the focus is to bring systematic problem solving and higher performance.
What are the six step processes for major organization development efforts? ›
... addition, it has been emphasized that there are six main stages of the effective process of OD; the first stage is entering and contracting, the second one is diagnosing, the third is collecting, analyzing and feeding back diagnostic information, the fourth is designing interventions, the fifth is managing change, ...
What are the 4 types of OD interventions? ›
As previously mentioned, there are four major categories of OD interventions: human process interventions, techno-structural interventions, human resource management interventions, and strategic change interventions.
What are 5 examples of organizational development strategies in an organization? ›
What are examples of Organizational Development? Examples of activities often a part of Organizational Development include employee training, strategic realignment, product research, management restructuring, and service development.
