Businesses and organizations are always trying to improve on their performance. Organizational Development is a concept adopted my many of these organizations to do just that. Although Organizational Development’s definition can be molded to fit the specific situation it is best described as, “a set of behavioral science-based theories, values, strategies, and technologies aimed at planned change of the organizational work setting for the purpose of enhancing individual development and improving organizational performance, through the alteration of organizational members’ on-the-job behaviors”
The process of organizational development must first start with problem recognition. The organization’s leaders or managers have decided that change is necessary. The changes may be made for numerous reasons, the organization may need to incorporate new technology, there may be a general drop in company morale, or it could be in order to ensure the company’s survival. When a company has decided to change and that organizational development is the answer then the next step is to hire someone in the field to evaluate and suggest the proper changes. Some examples of common practices explored by organizational developers would be things like team building, creative problem solving, conflict resolution and leadership development. Organizational development consultants will work with an organization on all aspects of their development and will cover everyone from the front of the house staff to the executive management team.
There are common theories associated with organizational development. The Lewin’s Three Step Model is one of the oldest. This model’s process consists of steps categorized as Unfreezing, when a company recognizes the need to change its current ways. Unfreezing is symbolic of the company breaking itself down. The next step is transformation. In this process the organization simply applies the needed changes. The third... [continues]
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