Organization development is a cumulative effort of the company. It is a planned effort made by the top management to implement newer change across the companies to increase the organizational effectiveness. This is achieved by planning intervention of the organizational processes using the behavioral science knowledge. This change in the management is carried out by the individual managers to implement the change. Managers in the individual team initiate and implement these changes. To specialize the particular development team with knowledge of the newer technology there was a planned intervention by Alliances. There was fear and considerable lack of knowledge of the employees about the newer technology. This leads to them not accepting the newer changes. The resistance of the employee towards the planned changes had caused impediment to the process of productivity. In this process the management had decided that the employees were the real asset to the company and they wanted them to accept the newer directions of the company.
According to Stadler (1989) there are three kinds of environments. They are the internal, external environment and the temporal environment. Temporal environment is the periodic and cyclic changes that are based on the organizational cycle changes. The internal environmental change is the changes in the formal and the informal subsystems and the external environment refers to the changes based on the social, political and technological changes that are occurring across the world. In this case there has been a change in the internal and the temporal systems to meet the changes of the external environment. The company has brought a lot of changes to meet the demands of the external environment and to ensure sustenance in the current dynamic markets.