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Abstract
This paper presents a comprehensive analysis of pre and post Organizational Development intervention impact on the employees and organization (an edible oil company, to be specific). The findings of the study indicate positive impact of Organizational Development interventions on various aspects of the organization. These findings can act as a support not only to the organization which the authors looked at but also to others that face similar issues in relation to implementation of practices in order to reduce employees' resistance and reluctance towards change.
Keywords: Organizational Development, Change Management, India
Introduction
Change is constant. Identifying and strategizing change is believed to be a simple task; however it is not. To convince people to accept the change is the most challenging task. It is very necessary for the organizations to change with the time. Today, the organizations should be flexible and adaptable to the changing environment. Thus, change is one such crucial yet important factor for the organizations to sustain in this competitive era. The senior management alone cannot be held responsible for organization to be sustainable and adaptive to changing environment. The employees of the organization too play equally important role in the sustainability of the organization. It is necessary for the employees of the organization to be supportive, innovative and participative in the development of the organization. Today, this is considered as one of the most required condition for the organization to sustain in this competitive market.
There are several definitions of Organization Development (OD). Organization Development can be termed as "a planned and collaborative process for understanding, developing, and changing organizations to improve their health, effectiveness and wolf renewing capabilities" (Warrick, 2005). According to Budai (2011) "Organization Development is a designed interference affecting the whole organization and using scientific behavioral methods it aims at improving the health and output of the organization". In simple terms "Organization Development can be defined as a system-wide process of applying behavioral-science knowledge to the planned change and development of the strategies, design components, and processes that enable organizations to be effective" (Cummings, 2004). The definitions derived by experst reflect that the identification and implementation of change is a planned scientific process.
The experts who are popularly known as either OD practicitoners or OD...