Describe the steps in the organizational development model.

The first step is to diagnose the problem and bring any issues to the surface so they can be resolved. The most common diagnostic techniques are employee surveys (such as job satisfaction surveys), questionnaires, and interviews. Once this feedback has been collected, interventions can be introduced and are designed to address the underlying problems. For example, OD specialists may recommend team-building exercises, additional training, or role restructuring for employees who appear to be experiencing job dissatisfaction. Finally, OD specialists must engage in progress monitoring of the intervention after it has been implemented in order to gauge its effectiveness. Often they ask the employees to complete the same survey postimplementation. This helps identify the change objectives that have and have not been met.