Organization development, according to Richard Beckhard, is defined as:
(1) a planned effort
(2) organization-wide
(3) managed from the top
(4) to increase organization effectiveness and health
(5) through planned interventions in the organization's 'processes', using behavioural science knowledge"
(Smith, 1998, p261. Training and Development in Australia.)
According to Warren Bennis, organization development (OD) is a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges.
Warner Burke emphasizes that OD is not just "anything done to better an organization"; it is a particular kind of change process designed to bring about a particular kind of end result. OD involves organizational reflection, system improvement, planning, and self-analysis.
The term "Organization Development" is often used interchangeably with Organizational effectiveness, especially when used as the name of a department or a part of the Human Resources function within an organization.
Definition
At the core of OD is the concept of an organization, defined as two or more people working together toward one or more shared goals. Development in this context is the notion that an organization may become more effective over time at achieving its goals.
"OD is a long range effort to improve organisation's problem solving and renewal processess, particularly through more effective and collaborative management of organisation culture-with specific emphasis on the culture of formal workteams-with the assistance of a change agent or catalyst and the use of the theory and technology of applied behavioral science including action research"
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History
Kurt Lewin (1898 - 1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s. From Lewin came the ideas of group dynamics, and action research, which underpins the basic OD process, as well as providing its collaborative consultant/client ethos. Institutionally, Lewin founded the Research Center for Group Dynamics at MIT, which moved to Michigan after his death. RCGD colleagues were among those who founded the National Training Laboratory (NTL), from which the T-group and group based OD emerged. In the UK, working as close as was possible with Lewin and his colleagues the Tavistock Institute of Human Relations was important in developing systems theories. Important too was the joint TIHR journal Human Relations; although nowadays the Journal of Applied Behavioral Sciences is seen as the leading OD journal.
source : - www.wikipedia.org
From India, Nasik
15(1) a planned effort
(2) organization-wide
(3) managed from the top
(4) to increase organization effectiveness and health
(5) through planned interventions in the organization's 'processes', using behavioural science knowledge"
(Smith, 1998, p261. Training and Development in Australia.)
According to Warren Bennis, organization development (OD) is a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges.
Warner Burke emphasizes that OD is not just "anything done to better an organization"; it is a particular kind of change process designed to bring about a particular kind of end result. OD involves organizational reflection, system improvement, planning, and self-analysis.
The term "Organization Development" is often used interchangeably with Organizational effectiveness, especially when used as the name of a department or a part of the Human Resources function within an organization.
Definition
At the core of OD is the concept of an organization, defined as two or more people working together toward one or more shared goals. Development in this context is the notion that an organization may become more effective over time at achieving its goals.
"OD is a long range effort to improve organisation's problem solving and renewal processess, particularly through more effective and collaborative management of organisation culture-with specific emphasis on the culture of formal workteams-with the assistance of a change agent or catalyst and the use of the theory and technology of applied behavioral science including action research"
[edit]
History
Kurt Lewin (1898 - 1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s. From Lewin came the ideas of group dynamics, and action research, which underpins the basic OD process, as well as providing its collaborative consultant/client ethos. Institutionally, Lewin founded the Research Center for Group Dynamics at MIT, which moved to Michigan after his death. RCGD colleagues were among those who founded the National Training Laboratory (NTL), from which the T-group and group based OD emerged. In the UK, working as close as was possible with Lewin and his colleagues the Tavistock Institute of Human Relations was important in developing systems theories. Important too was the joint TIHR journal Human Relations; although nowadays the Journal of Applied Behavioral Sciences is seen as the leading OD journal.
source : - www.wikipedia.org
From India, Nasik
hi everyone,i m sahil,its been a week now,that i have started my summer project in a five star hotel in my city in the human resource department,as being an MBA student i will be specializing in Human Resource.
My topic for the summer project is "organizational change and development"
can anyone of u tell me as to which sites i can refer to on the internet to get all the information i need to complete my project,and which sub area's i can work on to suggest strategies to the human resource manager at the end of the project.............plz help,so that i can complete my project smoothly,without any barriers.:icon1::icon1:
From India, Pune
My topic for the summer project is "organizational change and development"
can anyone of u tell me as to which sites i can refer to on the internet to get all the information i need to complete my project,and which sub area's i can work on to suggest strategies to the human resource manager at the end of the project.............plz help,so that i can complete my project smoothly,without any barriers.:icon1::icon1:
From India, Pune
Dear Sahil,
First of all want to congrats you that you logged on to this site to get help at this point of time.
Before you start with your project i would like you to do a dip stick study of what organisation development is all about. Read it thoroughly.
Now this O.D part is a strtegic part in any organization and is laid down by the top management.
This may contain a wide range of concepts which will deal with anything related to a slight change in the culture of the organisation.
Under this u can go either for competencies, Balance score card, Self managed teams and many more.
Please forward me a project proposal so that i can help you in a more better way.....
u can mail me on
:icon1:
From India, Chandigarh
First of all want to congrats you that you logged on to this site to get help at this point of time.
Before you start with your project i would like you to do a dip stick study of what organisation development is all about. Read it thoroughly.
Now this O.D part is a strtegic part in any organization and is laid down by the top management.
This may contain a wide range of concepts which will deal with anything related to a slight change in the culture of the organisation.
Under this u can go either for competencies, Balance score card, Self managed teams and many more.
Please forward me a project proposal so that i can help you in a more better way.....
u can mail me on
From India, Chandigarh
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