field visit in odc

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FIELD VISIT REPORT

Submitted To:

Organization Development Centre Incorporated (ODC Inc.)

Kupondole, Lalitpur, Nepal

Submitted By:

BBA VIIth Students

College of Information and Technology and Engineering

Subhidhanagar, Tinkune, Kathmandu

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April, 2011

ACKNOWLEDGEMENT

It is our small endeavor to understand the organization design and

development practically and know its applicability. Our search for any

suitable organization for this purpose has ended when we came to know

about Organization Development Center.

In course of materializing our efforts, we would like to express our

heartfelt thanks to College for Information Technology and Engineering

(CITE) for providing us for this opportunity.

We are pleased to have Dr. Shanker Bhattarai, Our course facilitator and

would like to express our sincere gratitude to him for his generous

support from coordination to report writing.

We are indebted to Organization Development Center (ODC) and

its dedicated human resources that they enlightened us in various areas.

We would like to express our sincere thanks from our deeper heart for

overwhelming presentation.

We are very much confident that the students of CITE will get

more opportunity to visit your esteem organization like ODC in the daysto come.

We thank all the concerned.

Thank You!

BBA VIIth Student

CITE 2011


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Preface

Organization development is the applied behavioral science

discipline dedicated to improving organizations and the people in them

through the use of the theory and practice of planned change.

Organizations face multiple challenges and threats today-threats to

effectiveness, efficiency and profitability; challenges from turbulent

environments, increased competition and changing customer's demands

and the constant challenges to maintain congruence among organizationaldimensions such as strategy, culture, and processes. Keeping

organizations healthy and viable in today's world is a daunting task.

Individuals in organizations likewise face multiple challenges-

finding satisfactions in and through work, fighting obsolescence of one's

knowledge and skills, finding dignity and purpose in pursuit of

organizational goals and achieving human connectedness and community

in the workplace. Simple survival continuing to have an adequate job is a

major challenge today as people face layoff and cutbacks. Although new

jobs are being created old jobs are being destroyed at an accelerating

pace.

In summary, organizations and individuals in them face an

enormously demanding present and future. Thus the study of

Organization development has become inevitable.

The study of the organization and its component has been a

complicated matter as always. We had always been nourished with the

theories of organization but had been given little chance to learn about

practical, real life based implications. As prescribes by university also,

we need to familiar with the various facts of an organization by their

organization design, organization structure and organization

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development. ODC with its sixteen years of experiences in that field of

organization was found suitable for our study.

Perception of OD

Organization development is a long term effort, led and visioning,

empowerment, learning, and problem solving process, through an

ongoing, collaborative management of organization culture-with special

emphasis on the culture of intact work teams and other team

configuration-utilizing the consultant-facilitator role and theory and

technology of applied behavioral science, including action research. This

is a lengthy definition, but it includes a number of components weconsider essential. We will explain this definition in some detail.

By long term efforts we mean that organizational change and

development take time-several years in most cases. Ralph Kilmans book,

Beyond the Quick Fix tells the story correctly: There is no quick fix

where it comes to lasting organizational improvement. In fact it is more

accurate to describe improvement as a never ending journey of

continuous change

The phrase led and supportedby top managementstates a virtual

imperative: Top management must lead and actively encourage the

change effort. Organizational change is hard, serious business; it includes

pain and setbacks as well as successes.

By visioning processes we mean those processes through which

organization members develop viable, coherent and shared picture of the

nature of the products and services offered by the organization, how those

goods will be produced and delivered to customers and what the

organization and its members can expect from each other.

By empowerment processes we mean those leadership behaviors

and human resources practices that enable organization members todevelop and utilize their talents as fully as possible toward the goal of


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individual growth and organizational success.

By learning processes we mean those interacting, listening and

self-examining processes that facilitate individuals, team and

organizational learning. Peter Senge describes learning organizations as.organizations where people continually expand their capacity to

create the results they truly desire, where new and expensive patterns of

thinking are nurtured, where collective aspirations is set free and where

people are continually learning how to learn together.

Problem solving processes refer to the ways organizations

members diagnose situations, solve problems, make decisions and take

actions in relation to problems, opportunities and challenges in the

organizations environment and its internal functioning.

By ongoing collaborative management of the organizations

culture we mean first that one of the most important things to manage in

organizations is the culture, the prevailing pattern of values, attitudes

,belief , assumptions ,expectations ,activities ,interactions ,norms

,sentiments and artifacts. And second managing the culture should be a

collaborative business-widespread participation in creating and managing

of a culture that satisfies the wants and needs of individuals at the same

time that if fosters the organizations purposes is the best way to do this.

By intact work teams and other team configurations we recognize

the centrality of teams for accomplishing work in organizations. We think

teams are the basic building blocks of organizations.

So in conclusion, Organizational development (OD) is the practical

application of the science of organizations. Drawing from several

disciplines for its models, strategies and technique, OD focuses on the

planned change of human systems and contributes to organizations

science through the knowledge gained from its study of complex change

dynamics.

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1. OD focuses on culture and processes

2. Specifically, OD encourages collaboration between organization

leaders and members in managing culture and processes3. Teams of all kinds are particularly important for task accomplishment

and are targets for OD activities

4. OD focus on the human and social side of the organization primarily

and in so doing also intervenes in the technological and structural

sides.

5. Participation and involvement in problem solving and decision

making by all levels of the organization are hallmarks of OD.

6. OD focuses on total system change and views organizations as

complex social systems.

7. OD practitioners are facilitators, collaborators, and co-learners with

the client system.

8. An overarching goal is to make the client system able to solve its

problems on its own by teaching the skills and knowledge of

continuous learning through self-analytical methods. OD views

organization improvement as an ongoing process in the context of a

constantly changing environment.

9. OD relies on an action research model with extensive participation by

client system members.

10.OD takes a developmental view that seeks the betterment of both

individuals and the organization. Attempting to create win-win

solution standard practice in OD programs.


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Objective

The objective of this field visit were

To understand the Organization Design, Development and Structure.

To understand the activities conducted by organization development

centre.

To know the practical aspect of organization design(theory)and its

implications on organization settings

Expected Output

To know about ODC, about its roles and functions in Nepal as a

consulting firm regarding Organization Development, Design,

Change Management and Conflict Management.

Gaining Practical exposure regarding Organization and its different

phases of development.

Overview of the visit in ODC

The visit to ODC was held on 28.04.2011. We had a brief

presentation of the ODC from the concerned authorities at the

presentation includes a slide show covering different dimensions of ODC

and activities conducted by the organization. The presentation also

includes the sister organization and their activities.

In the second phase we had conversation on the following areas:

1. Culture

We discussed the impact of culture on the organization and how the

growing cultural diversity has affected the development and how the

organization is coping this colloquial issue. The ODC authorities shared

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us some cases where they had worked in managing cross cultural conflict.

The experience of ODC working with multicultural people was unique to

us and provided us versatile exposure.

2. Conflict

We discussed how conflict occurs in an organization and levels of an

organization. We found that conflict was inevitable and was caused due

to mainly mis-communication. We had a brief understanding of conflict

handling techniques where we had an insight on win-win approach in

conflict management.

3. Rural Development

We had discussions about how ODC was working in the rural sector of

Nepal helping organization to develop and grow. The ODC staffs shared

us some of their experiences, problems faced in working in rural sector of

Nepal.

On the later phase we had a management game where we were

shown how group work would lead to effectiveness and how should itwork.

We were pleased by the courtesy and gratitude shown by the ODC

staffs throughout the session.

Achievements

We found ODC as a consultant working for the growth anddevelopment of Nepalese organization. ODC was working in Human

Resource Management sector through training and consultancy service.

Besides these we were also glad to find ODC conducting research outside

the nation and had been working along with NGOs and INGOS's for

boosting the organizations in rural sector as well. In summary we found

ODC facilitating organizations in the following sectors

Governance


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Board ethical governance

Corporate organization governance

Local governance

Public sector governance

Transparency & accountability

Organization Development

Monitoring and evaluation

Organizational assessment

Strategic policy development

Transformational and whole system change

Capacity Development

Accountable leadership

Capacity assessment

Defining /implementing /monitoring CD strategies

Effective management

Peace building

Sustainable development

Training

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field visit in odc

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