Organizational development (OD) is a field of research, theory, and practice dedicated to expanding the knowledge and effectiveness of people working in organizations. OD emerged from human relations studies in the 1930s, during which psychologists began to use scientific methods to study workplace issues and problems. In the 1950s and 1960s, management theorists began to apply these ideas to help organizations become more effective.

OD is based on the idea that organizations are complex systems made up of many interrelated parts, and that they can be studied and improved using scientific methods. Organizational development practitioners use a variety of techniques, including data collection and analysis, surveys, interviews, focus groups, action research, and change management processes, to help organizations improve their performance.

OD is often used to help organizations achieve their goals, such as increasing sales, improving customer service, or reducing costs. It can also be used to improve employee satisfaction and motivation, or to reduce conflict within an organization.

There are three main types of OD interventions: individual change, group change, and organizational change. Individual change interventions focus on helping individuals understand and change their attitudes, beliefs, and behaviors. Group change interventions focus on helping groups of people work together more effectively. Organizational change interventions focus on changing the structure, culture, or systems of an organization.

Organizational development is a complex field, and there is no one-size-fits-all approach to it. The best way to learn about OD is to consult with an experienced practitioner.