What is organization development and why is it important to long-term organizational success?
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Organizational development (OD) is the study of successful organizational change and performance from a holistic perspective. OD emerged from human relations and behavioral science studies in the 1930s, during this time, psychologists realized that the infrastructure of an organization and its internal processes to accomplish work influence worker behavior and motivation for better or for worse.
· Organizational Development Defined
· The OD in Theory and Practice
· Essential Characteristics of OD
· Workplace Organization
· Professional Resources
Organizational Development Defined
Organizational Development is defined by Schein as a planned change process, managed from the top, taking into account both the technical and human sides of the organization. With roots in psychology and sociology, and an outgrowth of the work of academic researchers, organizational development has been in existence for about 30 years, and has its primary focus understanding organizations and the individuals within them (Schein, 1992).
One classic definition of organizational development effort comes from Richard Beckhard’s 1969 Organizational Development: Strategies and Models textbook:
· Managed from the top
· Designed to increase organization effectiveness and health
· Utilizes behavioral science knowledge and planned interventions to optimize and enhance the processes of an organization.
OD is the process used to enhance both the effectiveness of an organization and the well-being of its members through planned interventions (Werner & DeSimone, 2009).
The OD in Theory and Practice
THE ORGANIZATIONAL ENVIRONMENT
OD focuses on developing the capabilities of an organization through the alignment of strategy, structure, management processes, people, rewards and metrics. As such, a comprehensive understanding the organizational environment is critical to the effective and efficient design and development of organizational programs, processes, and solutions. The organizational environment of a business entity (i.e., the organization, is comprised of the following elements, which may be either internal or external to the organization.
More recently, work on OD has expanded to focus on aligning organizations with their rapidly changing and complex environments through organizational learning, knowledge management and transformation of organizational norms and values.
THE OD THEORY
The mood or unique “personality” of an organization, which includes attitudes and beliefs that influence members’ collective behavior.
THE OD NETWORK COMMUNITY
· The OD Network Community takes pride in sharing resources and information from around the world.
· The Global OD Practice Framework describes the competencies, skills, behaviors and other traits necessary for superior performance, as an OD professional. It includes five major capabilities and 15 competencies.
· Collective Genius by Linda Hill provides OD professionals a set of tools and tactics to keep great ideas flowing – form everyone in the company, not just the designated “creatives.”
In this lesson, we looked at organizational development, the study of successful organizational change and performance from a holistic perspective. We also focused on the theory and practice, important characteristics (such as change, collaborative approach, and systems approach), workforce organization, and resources that can assist professionals with Organizational development.
Please review the list of references and updated as needed.
Beckhard, R. (1969). Organizational development: Strategies and models. Reading, MA: Addison-WesleyPublishing.
Brown, D. R. (2011). An experiential approach to Organizational development. Boston, MA: Pearson Education, Inc., Prentice Hall.
B. T. (2001, July 12). The Role of Organizational development in Large-Scale Organizational Change. Retrieved January, from http://www.newfoundations.com/OrgTheory/Timony721.html
Schein, E. H. (1992).Organizational Culture and Leadership. (2nd ed.). San Francisco, CA: JosseyBass Publishers.
Werner, J. M., & DeSimone, R. L. (2009). Human resource development. Mason OH: South-Western Cengage Learning.
Readings for the Week:
Abad, A. N. Z. S. (2014). Investigating the relation of readiness to adopt organizational development and redesigning the organizational structure and process. Advances in Environmental Biology, 2044+.
Anonymous (2014). Combining science with instinct: Erika Garms learns the science of organizational development first, then allows her imagination to take over. Talent Development, 68(9), 12.
Leadley, S. (2015, Summer). Reflections on diversity and organizational development. Reference & User Services Quarterly, 54(4),
Stevenson, B. W. (2012). Application of systemic and complexity thinking in organizational development.Emergence: Complexity and Organization, 14(2), 86+.