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CHAP 1 : CHANGE AND ORGANIZATION DEVELOPMENT - Coggle Diagram
CHAP 1 : CHANGE AND ORGANIZATION DEVELOPMENT
The purpose of OD?
Technologies
New skill needs
Workforce dynamics
Changing form of work
Globalization
What is OD?
OD is an effort that is:
Manage from the top
Increase organization effectiveness and health
Organization-wide
Planned
Planned interventions in the organization's "process"
OD is based on:
A set of values,large humanistic
Application of the behavioral sciences
Open systems theory
According Burke & Bradford
Involved enhance congruence of such key organizational dimensions such as external environment, mission, strategy, leadership and others
According Anderson
OD is the process of increasing organizational effectiveness and facilitating personal and organizational change through the use of interventions driven
Who is involved with interventions?
Small teams
Multiple teams
The whole organization
A single individual
What OD is not?
Short term impact
OD is intended to address long-term change.
Toolkits or the latest fad
To confuse OD with a toolkit is to deny that it also has values that complement its science and that each OD engagement has somewhat unique applications.
training and development
OD deals with organizational change efforts that may or may not involve members of the organization needing to learn specific new skills or systems.
management consulting
Distinguished from specific functional areas such as finance, marketing, corporate strategy, or supply chain management.
Summary
ODis about helping organizations and individuals change successfully.
OD can be practiced in diverse contexts, in any type of organization, and by practitioners in a variety of roles
HRM645