"Nina, I've really noticed some serious problems around here the last year or two. I realise we have almost totally neglected any kind of developmental effort for our people, and that's not good for the company. Some day we may wake up and it'11 be too late. Therefore I am giving your department $250,000 this year to mount a major development programme that will take our managers out of the dark ages and bring them in the twentieth century. Spend the money any way you like, and if you  show some tangible results by next year, I'll look favourably upon giving you more money for the following year" (Gray & Starke, 1988).

The Quotation, above, indicates one Organisational Development situation and the way in which one organisation interprets the process. OD may be defined as a Behavioural Science approach to the improvement of organisational effectiveness. It constitutes long-range effort to: 1IIlprove the problem-solving capacity of the organisation; foster effective management of the organisation culture; improve the effectiveness of work groups/teams. It is specifically concerned with: the organisation climate; organisation culture –norms; values, power structure; worker commitment; structure of roles in organisation; inter-group collaboration; the combination of the authority based in roles with the authority based in knowledge and skills; the creation of an  open system of communication –vertically, horizontally, diagonally; management development; the management of change; and the management of conflict. Organisational Development, wherever implemented, attempts to improve the overall effectiveness of the organisation. However, it might take on not necessarily a macro approach but approach the problem from a micro-organisational level.