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Organizational Development. Philippine Perspective. There are more men than women in OD in the Philippines. Many of them are young, with ages ranging from 30 to 40 years. They come from various academic backgrounds although half took up Psychology.

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organizational development

Organizational Development

Philippine Perspective

2010 @ LIHernandez

od in the philippines

There are more men than women in OD in the Philippines. Many of them are young, with ages ranging from 30 to 40 years. They come from various academic backgrounds although half took up Psychology.

  • Majority of these practitioners work for business organizations. They are hired either internal or external consultants.
OD in the Philippines

2010 @ LIHernandez

concept of od

OD involves the total organization system although only a subsystem of the organization may be involved

  • OD views the organization from the systems approach
  • OD is a planned effort that involves systematic diagnosis of the problem, a program for the improvement of the system and a mobilization of the organization’s resources to carry out the program
Concept of OD

2010 @ LIHernandez

concept of od1

OD is supported by top management

  • OD is intended to increase the organization’s competence and health. A healthy organization is one that manages its work toward goals commonly shared by members; and where decisions are made near the center of information, members are rewarded according to performance, communication lines are open, feelings are permitted to be legitimate part of the culture, win/lose conflicts between groups and individuals are minimal clashes centered on tasks and projects and not on interpersonal difficulties.
Concept of OD

2010 @ LIHernandez

concept of od2

OD uses an OD consultant (3rd party agent) and the relationship between the client and consultant is collaborative

  • OD uses knowledge and techniques taken from the behavioral sciences, and emphasizes group and organizational processes
  • OD attempts to solve problems experienced by members of an organization and relies on strategies based on experience
Concept of OD

2010 @ LIHernandez

concept of od3

OD uses action-research intervention which involves collating data about the system, a preliminary diagnosis of the situation, a preliminary diagnosis of the situation, feedback about findings, joint planning by the OD consultant or change agent and the client group, implementation of the planned action, and finally, a rediagnosis of the situation. The cycle of action-research is repeated necessary.

Concept of OD

2010 @ LIHernandez

application of od in the philippines

OD in the country has often been implemented in response to internal, rather than external factors due to –

    • Practitioners choose to deal with internal systems
    • Practitioners lack the skills to handle problems related to external forces
    • Slow impact of the external environment on the internal environment since the growth of technology in the Philippines is slow
Application of OD in the Philippines

2010 @ LIHernandez

approaches and techniques of od1

Maintenance of the change

    • Periodic team meetings
    • Periodic intergroup meetings
    • Organization sensing meetings
    • Renewal conferences
    • Goal-directed performance reviews
    • Rewards
    • Periodic visits from consultants
Approaches and Techniques of OD

2010 @ LIHernandez

results of od
Positive Results

Negative Results

  • More appreciative of the work
  • Maintain quality of human resources
  • Systematically looking at problems
  • Teamwork
  • Acceptance of change
  • Backsliding
  • Rapid changes in management
  • Rapid turn-over
  • Poor pro-people or people-centered OD practitioners
Results of OD

2010 @ LIHernandez