Od in India

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Organsations need to be sensitive to the need for change in order to survive in today’s highly competitive and dynamic business environment. Present and future Needs in and outside an Organizations are changing everyday, the organisation needs to be equiped with a clear and deep understanding of them and simultaneously respond to them on a priority basis. Indian organizations are operating in a highly volatile political and economic environment so even they are facing the same challenge. For decades, the Indian organizations have been less systems-driven and more people and relationship-oriented. This has however changed with the opening up of the economy. They now have to stand up to global competition with borrowed technologies & insecure and relationship-driven employees. The organizations have now realized the need to bring in change rapidly; and hence the acute need for O.D. in Indian organizations. In India, O.D. and planned change started in the early 1960s with a group of Indian professionals trained at the National Training Laboratories (NTL) at Bethel, Maine, USA, who brought a good deal of O.D. technology in India. Various programs were started and widely used in the Small Industries Extension Training (SIET) Institute, Hyderabad, State Bank of India and in the Indian Institute of Management (UM) programs in the mid 1960s. Unfortunately these remained isolated efforts and did not take O.D. to its logical conclusions. In the mid-1970s, O.D. was first introduced in India in Larsen and Toubro as a formal and structured part of the HRD department. It was expected that the change process would get institutionalized and more O.D. specialists would be developed. Unfortunately, this did not happen due to the protected and secure environment prevalent in the corporate sector in the country. They never felt the compunction to change. Hence for a very longtime, O.D. remained mostly in academic institutions. OD is a value-laden technology and there has to be a...
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