Course objective.

• Development of organization culture and processes by constant interaction between members irrespective of levels of hierarchy.
• Inculcating team spirit.
• Empowerment of social side of employees.
• Focus of value development.
• Employee participation, problem-solving and decision-making at various levels.
• Evaluate present systems and introduction of new systems thereby achieving total system change if required.
• Transformation and achievement of competitive edge of the organization.
• Achieve organization growth by total human inputs
• Behavior modification
• Self-managed team as the basic unit of an organization.

Course outline

• Invest in training and development of the group.
• Money and time is an investment for the organization.
• The Leaders and create a position organizational climate.
• Teams are the best approach to get the work done.
• Adopt team leadership style
• Perform both the leadership and maintenance functions
• Group should be trained in conflict management,
• Stress management, group decision-making,
• Collaboration, and effective interpersonal communication.
• Improve organizational effectiveness.
• Empowerment to make successful organizations.
• Particular attention to the feelings of the employees.
• Development of group cohesiveness.
• Create learning organization culture.
• Adopt win-win strategy for sustained growth.
• Cooperative dynamics rather than competitive organizational
• Needs and aspirations of the employees in the organization 
• Participation of the employees.
• The important of respect and considered.
• The credit of success must be given to the employees unconditioned
• Promote organizational citizenship.
• The values associated with O. D. today
•  Increasing effectiveness and efficiency
•  Creating openness in communication
•  Empowering employees to act
•  Enhancing productivity
•  Promoting organizational participation
•  Empowering employees to act
•  Creating openness in communication
•  Facilitating ownership of process and outcome
• Promoting a culture of collaboration
•  Promoting inquiry and continuous learning
• Developing a need for change.
• Establishing a change relationship.
• Clarifying or diagnosing the clients system’s problem
• Examining alternative routes and goals; establishing goals and intentions of actions
• Transforming intentions into actual change efforts.
• Generalizing and stabilizing change.
• Achieving a terminal relationship