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FREQUENTLY ASKED QUESTIONS |
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| What is an Organistion Development (OD) process? |
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Organization Development (OD) is a holistic approach to improving the effectiveness of organizations. |
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| What are the benefits of an OD process? |
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Improves client and donor confidence and trust in the organisation |
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Improves financial and organizational sustainability |
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Improves volunteer, staff and board motivation and commitment |
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Increases the organisation's impact |
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What does a typical OD process look like?
A typical OD process is characterised by the following steps: |
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Developing a contract with the client so that similar values, aims and expectations are established |
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Organisational assessment through data collection and analysis as a basis for gauging organisational health. This is done in conjunction with the client |
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Comparison of the client needs with the assessment done through data analysis |
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Evaluation of the alternatives identified in terms of likely effects and implications |
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Choice of most appropriate alternatives |
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Implementing, monitoring and evaluation of action plans by the client with active participation of the consultant |
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If other issues beyond process issues arise, the practitioner may advise or signpost to other service providers with necessary skills |
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| When does an organization need OD? |
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When the same problem keeps recurring despite various efforts to arrest it |
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When you know that there is a problem in the organisation but you cannot quite figure out what it is. |
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When the organisation is faced with dilemmas too difficult to resolve |
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When the organisation is contemplating or has experienced major changes e.g change in size, focus, identity, strategy and projects |
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When there is confusion about identity, roles and responsibilities |
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When there are high levels of staff turnover and frustration |
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When there are relationship problems –when individuals, departments, board and staff ‘do not see eye to eye' and there are high levels of suspicion and lack of trust, people are happier outside the organisation rather than inside. |
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When different departments or projects become too autonomous creating co-ordination problems |
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When there is a general lack of commitment to the organisation and its goals |
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When people feel powerless about problem situations and energy is spent on pointing fingers at each other rather than addressing problems. |
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| Proper understanding and implementation of the OD process in an organization will greatly enhance the organization's impact, sustainability and accountability. We see our primary role as helping organizations develop Organizational Capacity Building Plans and facilitating processes in implementing those plans |
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