Introducing Organizational Development (OD) Practices into a Country Human Service Agency.

The article presents a case study on the application of organizational development (OD) in the San Mateo County Human Services Agency, California. OD is a long-range effort to improve an organization's effectiveness. When a problem is discovered the change agent identifies problematic issues, gathers information and provides feedback about the problem. An action plan is developed and implemented and its progress is evaluated. Once the change is accepted and carried throughout the organization, the general staff assume the job to continue improvements. This entire activity requires a specialist, either an internal staff or an external agency or both, who will bring about the change. It is important for the internal OD specialist to invest the necessary time and energy in developing a close working relationship between staff and management. Information to all levels of staff has to be provided preferably at the same time. It is crucial to monitor the changing and multiple staff perceptions of the OD function. Moving from project learning to individualized learning requires tune and patience. Communication and collaboration with staff development is essential for the future viability of OD.