History of Od
Organization Development
Organization development (OD) is a new term which means a conceptual, organization-wide effort to increase an organization's effectiveness and viability. Warren Bennis has referred to OD as a response to change, a complex educational strategy intended to change the beliefs, attitudes, values, and structure of an organization so that it can better adapt to new technologies, markets, challenges, and the dizzying rate of change itself. OD is neither "anything done to better an organization" nor is it "the training function of the organization"; it is a particular kind of change process designed to bring about a particular kind of end result. OD can involve interventions in the organization's "processes," using behavioural science knowledge organizational reflection, system improvement, planning and self-analysis.
Some definitions are:
Organization Development (OD)is a process by which behavioral science knowledge and practices are used to help organizations achieve greater effectiveness, including improved quality of work life and increased productivity (Cummings, & Huse, 1989).
In the 1950s and 1960s a new, integrated approach originated known as Organization Development (OD): the systematic application of behavioral science knowledge at various levels (group, intergroup, and total organization) to bring about planned change (Newstrom & Davis, 1993)
Growth of Organization Development
OD continues to grow. Some of the first generation contributors include Chris Argyris (learning and action science), Warren Bennis (tied executive leadership to strategic change), Edger Schein (process approach), and Robert Tannenbaum (sensitize OD to the personal dimension of participant's lives).
Second Generation contributors include Warner Burke (makes OD a professional field), Larry Greiner (power and evolution), Edward Lawler III, (extended OD to reward systems and employee involvement), Newton Margulies and Anthony Raia (values underlying
Organization development (OD) is a new term which means a conceptual, organization-wide effort to increase an organization's effectiveness and viability. Warren Bennis has referred to OD as a response to change, a complex educational strategy intended to change the beliefs, attitudes, values, and structure of an organization so that it can better adapt to new technologies, markets, challenges, and the dizzying rate of change itself. OD is neither "anything done to better an organization" nor is it "the training function of the organization"; it is a particular kind of change process designed to bring about a particular kind of end result. OD can involve interventions in the organization's "processes," using behavioural science knowledge organizational reflection, system improvement, planning and self-analysis.
Some definitions are:
Organization Development (OD)is a process by which behavioral science knowledge and practices are used to help organizations achieve greater effectiveness, including improved quality of work life and increased productivity (Cummings, & Huse, 1989).
In the 1950s and 1960s a new, integrated approach originated known as Organization Development (OD): the systematic application of behavioral science knowledge at various levels (group, intergroup, and total organization) to bring about planned change (Newstrom & Davis, 1993)
Growth of Organization Development
OD continues to grow. Some of the first generation contributors include Chris Argyris (learning and action science), Warren Bennis (tied executive leadership to strategic change), Edger Schein (process approach), and Robert Tannenbaum (sensitize OD to the personal dimension of participant's lives).
Second Generation contributors include Warner Burke (makes OD a professional field), Larry Greiner (power and evolution), Edward Lawler III, (extended OD to reward systems and employee involvement), Newton Margulies and Anthony Raia (values underlying