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A planned process of change in an organisation’s culture through the utilisation of behavioural science technology, research and theory. (Warner Burke).  OD applies to changes in the strategy, structure, and/or processes of an organisation. Useful tools and techniques are based on the application and transfer of behavioural science knowledge and practice (such as leadership, group dynamics and work design), and is distinguished by its ability to transfer such knowledge and skill so that the system is capable of carrying out more planned (and managed) change in the future.  The 4 Health approach is tailored to the specific requirements of every organisation to ensure success. 

• Full & detailed organisational analysis
• Identification of needs
• Solutions developed in line with business needs
• Practical tools and techniques applied
• Skill/competence development during the process to reduce dependency
• Development of business models e.g. social enterprise 

 Useful tools in the process:

• PESTLE
• SWOT
• Force field analysis
• Cost Benefit analysis
• Capacity planning
• The Ansoff Matrix
• McKinsey 7 “S” framework
• Balanced score card
• Performance dashboards  

The outcomes of organisational development may include:

• Increase in profitability 
• Reduction in costs
• Improved productivity and service quality
• Greater innovation and competitive edge 
• Higher levels of customer satisfaction & better reputation 
• Organisational flexibility and effective management of change 
• Reduced staff turnover; better sickness & absence levels, better staff retention 

Last Updated on Tuesday, 31 August 2010 15:00