What are the main objectives of organisational development?

(1) To increase the level of trust and support among organisational members.

(2) To increase the incidence of confrontation of organisational problems, both within groups and among groups, in contrast to “sweeping problems under the rug”.

(3) To create an environment in which designation of assigned role is augmented based on knowledge and skills.

(4) To increase the openness of communication laterally, vertically and diagonally.

(5) To increase the level of personal enthusiasm and satisfaction in the organisation.

(6) To find synergistic solutions to problems with greater frequency. Synergistic solutions are creative solutions in which 2 + 2 equals more than 4, and through which all parties gain more through co-operation than through conflict.

(7) To increase the level of self and group responsibility in planning and implementation.

In attempts at accomplishing these objectives, OD sessions are often organised around such topics as team effectiveness, inter-group conflict resolution, effective interpersonal communication, processes of personal growth, job enrichment, goal setting, role-playing, power equalisation, awareness training and unblocking communication channels.

A basic premise behind OD intervention theory is that the client system contains within itself the resources as well as the capability to change. Role of the agent of OD is to facilitate this change process by helping to identify areas that require change and to remove obstacles blocking change.