Organization Development, a Contrast and Comparison
Organization Development, a Contrast and Comparison
Bryan J. Derr
Indiana State University
Abstract
The purpose of this investigation is to identify three Theoretical Models of Organization Development. Provide a brief overview of these models. Finally, describe the relationship between these models and how the compare and contrast. The models the will be used are, psychoanalytical, psychodynamic, and social constructionism. These models have been chosen due to the similar context in which they are derived from.
Introduction to OD
Through my brief research of Organization Development there are several reoccurring definitions that can be observed.
Organization development is “an effort (1) planned, (2) organization-wide, and (3) managed from the top, to (4) increase organization effectiveness and health through (5) planned interventions in the organization’s “processes,” using behavioral-science knowledge” (Beckhard, 1969, p. 9).
Organization development is “a response to change, a complex educational strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges, and the dizzying rate of change itself” (Bennis, 1969, p. 2). Most people in the field agree that “OD involves consultants who work to help clients improve their organizations by applying knowledge from the behavioral sciences—psychology, sociology, cultural anthropology, and other related disciplines. Most would also agree that OD implies change and, if we accept that shifts in the way an organization functions suggests that change has occurred, then, broadly defined, OD is analogous to organizational change” (Burke, 1982, p. 3).
Organization development is “a systemic and systematic change effort, using behavioral science knowledge and skill, to change or transform the organization to a new state” (Beckhard, 1999, personal communication).
Organization development is “a process that applied a
Bryan J. Derr
Indiana State University
Abstract
The purpose of this investigation is to identify three Theoretical Models of Organization Development. Provide a brief overview of these models. Finally, describe the relationship between these models and how the compare and contrast. The models the will be used are, psychoanalytical, psychodynamic, and social constructionism. These models have been chosen due to the similar context in which they are derived from.
Introduction to OD
Through my brief research of Organization Development there are several reoccurring definitions that can be observed.
Organization development is “an effort (1) planned, (2) organization-wide, and (3) managed from the top, to (4) increase organization effectiveness and health through (5) planned interventions in the organization’s “processes,” using behavioral-science knowledge” (Beckhard, 1969, p. 9).
Organization development is “a response to change, a complex educational strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges, and the dizzying rate of change itself” (Bennis, 1969, p. 2). Most people in the field agree that “OD involves consultants who work to help clients improve their organizations by applying knowledge from the behavioral sciences—psychology, sociology, cultural anthropology, and other related disciplines. Most would also agree that OD implies change and, if we accept that shifts in the way an organization functions suggests that change has occurred, then, broadly defined, OD is analogous to organizational change” (Burke, 1982, p. 3).
Organization development is “a systemic and systematic change effort, using behavioral science knowledge and skill, to change or transform the organization to a new state” (Beckhard, 1999, personal communication).
Organization development is “a process that applied a