THE AUTHOR DEFINES ORGANIZATIONAL DEVELOPMENT AS A PROCESS WHEREBY THE DEPARTMENT DECIDES SPECIFICALLY WHAT OBJECTIVES THEY ARE TO REACH IN THE UPCOMING YEARS, HOW THESE OBJECTIVES ARE TO BE REACHED, AND HOW THEY WILL EVALUATE WHETHER THEY IN FACT HAVE IMPROVED THE EFFECTIVENESS OF THE OVERALL OPERATION OF THE DEPARTMENT. THE APPROACH DISCUSSED IN THIS ARTICLE CONSISTS OF THE FOLLOWING PHASES: SEMINAR AND WORKSHOP TRAINING, TEAM DEVELOPMENT, HORIZONTAL AND VERTICAL LINKING OF THE CHAIN OF COMMAND, LONG-RANGE ORGANIZATIONAL BLUEPRINT, IMPLEMENTATION OF ESTABLISHED GOALS, AND STABILIZATION.