ORGANIZATIONAL DEVELOPMENT

The term organization means a structural relationship, a process, a group of people and function of
management.

According to Pfeiffer and Sherwood “An organization is the pattern of the ways in which large numbers
of people , too many to have intimate face to face contact with all others, and engaged in the complexity
of tasks, relate themselves to each other in the conscious, systematic establishment and accomplishment
of mutually agreed purposes.’’

Development:-

The systematic use of scientific and technical knowledge to meet specific objectives o requirements.
In an organizational context, a process of profound and radical change that orients an organization in a
new direction and takes it to an entirely different level of effectiveness. Unlike 'turnaround' (which
implies incremental progress on the same plane) transformation implies a basic change of character and
little or no resemblance with the past configuration or structure.

ORGANIZATIONAL DEVELOPMENT

Organization development is any process or activity, based on the behavioral sciences, that, either
initially or over the long term, has the potential to develop in an organizational setting enhanced
knowledge, expertise, productivity, satisfaction, income, interpersonal relationships, and other desired
outcomes, whether for personal or group/team gain, or for the benefit of an organization, community,
nation, region, or, ultimately, the whole of humanity.

Organization development focuses on assuring healthy inter- and intra-unit relationships and helping
groups initiate and manage change. Organization development’s primary emphasis is on relationships
and processes between and among individuals and groups. Its primary intervention is influence on the
relationship of individuals and groups to affect an impact on the organization as a system.
Organizational Behavior

Systematic study of the actions and attitudes that people exhibit within organizations

OB studies what people do in an organization and how that behavior affects the performance of the
organization

A field of study that investigates the impact that individuals, groups, and structure have on behavior
within organizations, for the purpose of applying such knowledge toward improving an organization’s
effectiveness

Goals of Organizational Behavior

 Explain, predict, and control human behavior

Why Do We Study OB?

 To learn about yourself and others

 To understand how the many organizations you encounter work.
 To become familiar with team work
 To help you think about the people issues faced by managers and entrepreneurs

Levels of OB Analysis

 Individual Level
 Group Level
 Organization system level

Challenges and Opportunity for OB

 Improving people skills.

 Empowering people.
 Stimulating innovation and change.
 Coping with “temporariness”
 Working in networked organizations.
 Helping employees balance work/life conflicts.
 Improving ethical behavior.
 Managing people during the war

Management Evaluation

Management is a process of planning, organizing, staffing, leading and controlling for attaining goals.
Heilreigel and Slocum defined management as “ the art of getting work done through people” by
proper allocation and choice of human resources, materials, funds and methods. It is also popular as “
4Ms” of management that is man, money, materials and methods and another M for “mission” may be
added to them.

Evaluation

“Evaluation is a systematic way of learning from experience and using the lesson learns to improve
current activities and promote better planning by careful selection of alternatives for future action.”

OBJECTIVES OF THE MANAGEMENT EVALUATION PROCESS

 To clarify the expectations of both the supervisor and the manager.

 To assess the manager’s and subordinate’s performance in carrying out the responsibilities of the
position as described in their job description.
 To evaluate the accomplishment of specific objectives
 To promote discussion between the supervisor and the manager concerning the manager’s
performance
 To promote communication between the supervisor and the manager on common objectives
and planning.
 To promote the development of coherent institutional management objectives, action plans and
work plans, derived from the organization Strategic Plan.
 To provide the mechanism for the manager to qualify for annual salary review under the
Regulation.
 To provide the mechanism for the manager to qualify for a bonus, regulation permitting.

Evaluation Process

1. Establishment of annual objectives

2. Professional Development
3. Progress reviews
4. Annual evaluation
 Base Protocol
 Manager’s self-assessment
 Evaluation of the manager’s performance by supervisor
 Meeting between the supervisor and the Director General.
 Meeting between the supervisor and the manager.
 Awarding of bonuses and salary progressions, Regulation permitting
5. Confidentiality of the Process
6. Conservation of Evaluations
7. Appeal process
8. Renewal of process