Organizational-Development Program

The project management aims to anticipate as many hazards as possible, plan, organize, and control activities. Project administration can include arranging, organizing, staffing, coordinating, observing, controlling, developing, and representing. The objective is to stride client fulfillment rates through preparing of client benefit group.

Three imperative aspects of OD (Organizational-development) are:

  • Thinking: how individuals understand the organization, and how well concepts are custom fitted to meet the organization’s needs.
  • Behavior: how individuals respond to change, and how it is examined.
  • Infrastructure: The physical environment, counting innovation, strategies, organizational structure, and the different frameworks of significance to the work.

First, expectations for the OD program consider development activities that should be group-formed and include a mixture of assessment, training elements for incentive, action-based learning, result-oriented workshops, and core sessions. Besides, individual reflection with evidence of understanding, access to more extensive peer-to-peer networks, and regular and rigorous assessments will focus on what has been achieved. Leadership development focus should be tailored to specific tasks, real thinking about leadership issues, and gaining experience.

Change Management (CM) may be an organized approach that guarantees that changes are carefully and consistently conveyed, and the long-term benefits of alter are accomplished. It centers on the more extensive effect of development, particularly on individuals and how they, as people and groups, move from the current state to the future (Rothwell W., Stavros J., Sullivan R. – Practicing organization development: Leading transformation and change). Organizational development (OD) is a long-term, more comprehensive approach, outlined to progress organizational well-being in a changed circumstance. OD is essentially the application of tools, strategies, structures, advances, and to form a whole organization more profitable, inventive, and beneficial (Levy, M. – Change management serving knowledge management and organizational development: Reflections and review). It is almost an organization accomplishing a wanted future state from its current state with negligible disturbance or negative effect to the organization.

Project Approach

An organizational sustainability tool could be a gathering evaluation apparatus outlined to be utilized with entirety frameworks and survey the organization’s advancement level in major framework zones. Workgroup climate evaluation for facilitators is an essential, reliable, and approved device outlined to degree climate in intaglio workgroups at all levels of an organization. The employee fulfillment survey device checks the employees’ sense of well-being in an organization and can be utilized to estimate the privacy level.

Applying the Cotter model requires developing a sense of urgency, as this will help ignite the initial motivation to make it move. Identifying potential threats, developing scenarios showing what the main work in this direction may happen in the future. We must explore the possibilities that should or can be used. To bring about change, we need to assemble a coalition or team of influential people whose power comes from various sources, including position, status, experience (Lamé, G., Oualid J., and Stal-Le Cardinal J. – Combining the Viable System Model and Kotter’s 8 Steps for Multi department Integration in Hospitals). The last step is to analyze what happened and what needs to be improved after each victory. Setting new goals and supporting fresh ideas to build momentum is a component to move on.


The venture supervisor and project group are working on the project. The sponsor and financial department are an agent, the head of the organization, authorized to relegate assets and guarantee the usage of choices related to the venture and give money-related assets to total the project. The part of human resources (HR) extends management, such as decision, preparation, and administration. These three hones will permit the analysis of the most issues that human resources directors confront when they are included in management. Customers/clients are the individuals or organizations that will utilize the item or extend the result. Supplier is an individual or institution that gives any supply fundamental to total a venture, such as hardware, merchandise, or administrations vital for the usage and victory of a project. The subcontractor is an organization that gives administrations or gives the structural materials for the venture’s usage, whose increase to the extent is through a contract. HR Business partners’ role “involves working closely with senior business leaders on strategy execution, in particular designing HR systems and processes that address strategic business issues” (Stanford N. – Organization Development and HR Business Partners). A line supervisor is mindful of overseeing workers and assets to realize particular useful or organizational objectives: enlisting the ability to fill group positions.

Project Design

Initial diagnosis: management ought to attempt to figure out a common thought of the circumstance in arrange to discover the genuine issue. Only at the primary organization will the consultants meet with different individuals within the organization to gather a few data.

  • Data collection: the specialist will make the overviews to decide the association’s climate and the behavioral issues of the workers.
  • Data Confrontation and Feedback: the information collected will be used in relegating the work of checking on the news. Any regions of contradiction will intercede among themselves, and needs will be set up for alter.
  • Arranging Technique for Change: the expert will propose the procedure for alter. He will endeavor to convert the conclusion of the issue into an appropriate activity arrangement, including significant objectives for modifying, assurance of fundamental approach for accomplishing these objectives, and the arrangement for actualizing the strategy.

Intervening within the framework alludes to the arranged modified exercises amid the course of an OD program. These organized activities bring specific changes within the structure, which is the essential objective of OD. There may be different strategies that outside specialists mediate within the framework, such as instruction and research facility preparing, handling meetings, and group improvement.

  • Group Building: During the complete preparation, the expert empowers the bunches to look at how they work together. The specialist will teach them around the esteem of free communication and believe as fundamentals for bunch working.

For assessment of the OD program, the utilization of evaluating sessions, the examination of altering endeavors, and comparison of pre and post-prepared behavioral designs are very successful (Khushboo S. – Organizational Development Process: 7 Steps).

In the initial diagnosis stage, top managers and project teams should meet with experts and specialists to decide the sort of program needed. The financial department should regulate the amount of support necessary for project implementation. OD and HR departments are responsible for collecting a report and investigation from clients that act as a catalyst for extending project activity.

The project supervisor, HR, and financial departments can collectively explore a hole examination between the current circumstance and the required circumstance. Feedback leads to an outline for collaborative activity arranging, which is completed by OD and HR. The specialist can have group directors and their subordinates work together as a group to advance group building. All stakeholders are involved in evaluating the process for cautious observing to induce correct criticism concerning what is going on after the OD program begins. It will offer assistance in making reasonable adjustments at whatever point is essential.

Project Monitoring and Evaluation

Measurement Quantitative analysis Qualitative analysis
Output Financial measurements Achievement of tasks and objectives
Project Team’s work Employees’ participation in activities
Degree of implementation
Consultants’ written reports of activities
Workplace observations
Development Profitability
Reflection on results
Performance observation
Problem-solving activity

Additional Requirements

The information received can be used in everyday life. First of all, in business, the ability to communicate and negotiate with people is highly valued. Thus, the skill of contracting can be useful in resolving conflict situations. Selecting a setting and a strategy is also one of the phases in the OD process. Gathering information and making a conclusion is usually actualized through utilizing surveys, interviews, and perceptions. Therefore, this ability can be used to analyze the preferences of friends and relatives in choosing a particular product. After collecting data from them, I can try to find possible solutions and strategies that can be implemented to increase customer satisfaction. Besides, working in a group is significant, as it prepares to help people understand each other, and feel free to discuss issues related to project management.


Khushboo S. – Organizational Development Process: 7 Steps. Web.

Lamé, G., Oualid J., and Stal-Le Cardinal J. – Combining the Viable System Model and Kotter’s 8 Steps for Multidepartment Integration in Hospitals, 2017.

Levy, M. – Change management serving knowledge management and organizational development: Reflections and review, 2018.

Naomi Stanford – Organization Development and HR Business Partners, 2010.

Rothwell W. J., Stavros J. M., Sullivan R. L. – Practicing organization development: Leading transformation and change, 2015.

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