Organisation Development Programme - Lubna's Case

Case: Lubna's case.

Issues: Organisation development programme (OD).

OD interventions.

Analysis and summary: The whole case to my perception is based on organisation development programme. organisation development has come to take specific meaning in the behavioural science literature and in practice .organisation development is a top management supported, long range effort to improve an organisations problem solving and renewal processes, particularly through a more effective and collaborative diagnosis and management of organisation culture with special emphases on formal work team, temporary team, and intergroup culture with the assistance of a consultant facilitator and the use of the theory and technology of applied behavioural science ,including action research.

Characteristics of OD

o It focuses on culture and processes.

o It encourages collaboration between organisational leaders and members in managing culture and processes

o It focuses on total system change ad views organisation as a complex social system.

OD interventions are sets of structured activities in which selected organizational units engage in a task or a sequence of tasks with the goals of organizational improvement and individual development. OD interventions can provide the change vehicle for making people more accepting and comfortable with empowerment. It includes sensitivity training or T groups, survey feedback, process consultation, team building, intergroup development, appreciative inquiry.

There are many evidences which show that the primary training methods to be used are survey feed back and encounter groups. And the manager of this clothing station namely Lubna is willing to participate in all the phases of OD programmes launched by this station except encounter groups in which she feels that this kind of training is an invasion of privacy.

As the firm embarked merely on OD programme so it includes all OD interventions like feed back survey, sensitivity training, team building and consultation process. By enjoying all these interventions the members learn through observing and participating and these interventions provide the subjects with increased awareness of their own behaviour and how others perceive them. OD interventions identify discrepancies among member's perceptions followed by discussion and remedies suggested. And finally it assists a member to understand process events with which a member must deal and identify processes that need improvement. This is the complete process which is enjoyed by this firm during OD programme.