Organizational development stands for the study wherein successful organizational change are studied the related performances are described that influences the organization structure and employees working in the organization making a successful change.
The key elements of organizational development are as follows -
• Organizational development takes place with favourable organizational climate wherein an organization possessing unique attitude and personality influences its employees and their behaviors in making them work effectively.
• Organizational development could also take place when employees in the organization are made aware and practiced about organization's norms, culture, discipline, values, beliefs, and behaviors that are deeply-rooted in the organization making the organization work at its best in achieving its objectives.
• Organizational development makes the company to sustain and build progressive pathway that nurtures interpersonal relationship within and outside the organization at all levels.
An organization that could adopt and make use of OC D intervention is the one that that possess temporary employees and possess a problem of employee retention and stability in the organization. This is because an organization to achieve its expected results have to posses a workforce that is stable, skilled and capable of providing targeted results.
Some of the roadblocks that an intervention is likely to face is the rigidity from the employee's side in changing their status from temporary employees to permanent employees which will bring additional responsibilities and duties for which an organization might not be ready for.
The overcoming of the above problem could take place when an organization make temporary employees the benefits of getting converted into permanent employees and how this will increase the benefits for them increasing their standard of living and wages at the fast pace.
The phases in the intervention process are- strategic planning for intervention; designing of strategies; implementation of intervention process and monitoring; evaluation of the entire process; and assessment of the results.
The intervention process will affect the individuals, groups, and organizational effectiveness in a positive manner owing to the fact that intervention is brought with good intentions and for providing wholesome benefits for the organization.
The comparison between two planned change interventions between holistic change programs and focus change program could be described by stating that when an organization plans for having a holistic change and intervene at the complete work processes and procedures of an organization bringing a complete change to the organizational working then the organization has to make changes at all levels, people, and processes bringing more favourable work attitude towards the organizational objectives.
On the other hand, when an organization undertakes focus-based change program then in this case, the organization undertakes a change that focuses over a particular area whether at the work processes or at the employees and so on. This way a defined focused change is brought by the organization in focus-based planned change