Answer:
1. Planned Change:
Organisational development (OD) is an educational strategy for bringing about planned change. Planned change concept makes it different from other approaches for change in organisations.
2. Encompasses the Whole Organisation:
This change covers the entire organisation. Organisational Development is the development of the whole organisation so that it can respond to change effectively. OD tends to ensure that all parts of the organisation are well coordinated in order to solve the problems and opportunities that are brought by change.
3. Long Range Change:OD is a long term process. It may take months or years to implement it. OD is never intended to be a stopgap arrangement or measure.
4. Systems Orientation:
OD is concerned with the various groups in the organisation and their interactions with each other. It is concerned with formal as well as informal or social relationships. It is concerned with group structures, processes and attitudes. OD emphasizes on the relationships among the groups not on the groups themselves.
5. Change Agent:
The services of outside experts are obtained, generally, to implement the OD process. In OD, “Do it yourself” programs are discouraged. When the primary change agent is a consultant from outside the organisation, he can operate independently without ties to the organisational hierarchy and politics of the organisation. The personnel director is the internal agent of the organisation who coordinates the program with the management and the external agent.
As the external agent also works with the management, there is a three way relationship of the personnel director, management and the outside consultant as they develop the OD program. Very rarely, an internal change agent is used by the organisation, who usually is a specialist on the personnel staff.
Step-by-step explanation: