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Changing Facets of Organizational Development

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Changing Facets of Organizational Development
ABSTRACT
ON
PAPER
Changing facets of Organizational Development
Jointly Submitted by;

Prof. (Dr.) Manoj Kr. Trivedi
H.N.B. Degree College
Naini, Allahabad
&
Anuj Srivastava
Asstt. Professor
Dr. VSIPS, Kanpur

ABSTRACT
OD has experienced major changes through time; for that reason it is difficult to arrive at a clear and definitive definition of OD. Nevertheless, it is important to point out that OD is a managerial theory whose focus is satisfaction of both people and organizations. In addition, OD techniques are useful in any situation, but especially when a change occurs in the organization.
This research paper tries to identify that whether ideologies of organizational development are changing with the changing requirement of a business enterprise and if with different requirements ideologies of organizational development keeps changing than what are the best prevailing ways to serve organizational development.

Changing facets of Organizational Development

Understanding OD
"Organization Development is a process by which behavioral science knowledge and practices are used to help organizations to achieve greater effectiveness, including improved quality of life, increased productivity, and improved product and service quality. Its focus is on improving the organization 's ability to assess and to solve its own problems. Moreover, OD is oriented to improving the total system - the organization and its parts in the context of the larger environment that impacts upon them."
OD is not designed to solve a single or temporary problem in the organization. Its intention is to move the organization to a higher level of functioning - that is, to improve the performance and satisfaction of organization members.
As it is possible to see in the next section, OD has experienced major changes through time; for that reason it is difficult to arrive at a clear and definitive definition of OD. Nevertheless, it is important to point out that OD is a


References: 1. Argyris, C. (1980). Overcoming organizational defences. 2. Bartunek, J. M., Moch, M. K. 1987. First-order, second-order, and third-order change and organization development interventions: a cognitive approach. Journal of Applied Behavioral Science. 23:483-500. 3. Burgelman, R. A. 1991. “Intraorganizational ecology of strategy making and adaptation: Theory and field research”. Organization Science, 2: 239-262. 4. Brown, J. S. and Duguid, P. (1991). “Organizational learning and Communities-of- Practice: Toward a unified view of working, learning and innovation”. Organization Science, 2(1), 40-57. 5. Cooperrider, D. L., Srivastva, S. (1987). Appreciative inquiry in organizational life. In Pasmore, W., Woodman, R. (Eds.), Research in organization change and development (Vol. 1). Greenwich, CT: JAI Press. 6. Dooley, K. 2004. “Complexity science models of organizational change and innovation.” In Poole, M and S Van de Ven (eds). Handbook of Organizational Change and Innovation. Oxford University Press. 7. Kimberly, J. R. & Bouchiki, H. (1995). “The dynamics of organization development and change” 8. Lawrence, P., and Lorsch J. (1967). “Differentiation and integration in complex organizations”. Administrative Science Quarterly, 12:1-47. 9. Lewin, K. (1953). Studies in group decision. In D. Cartwright & A. Zander (Eds.), Group Dynamics, Research and Theory. Evanston, IL: Row, Peterson and Company. 10. Lewin, K. (1947). “Frontiers in group dynamics: II. channels of group life; social planning and action research”. Human Relations 1; 143. 11. Lewin, K., Lippitt, R., & White, R. (1939) “Patterns of aggressive behavious in experimentally crearted “social climates.” Journal of Social Psychology, 10 (2) 271-293. 12. Marshak RJ. 1993. “Lewin meets Confucius: a review of the OD model of change”. Journal of Applied Behavioral Science. 29:393-415 13 14. Seo, M; Putnam, L. and Bartunek, J. 2004. “Dualities and tensions of planned organizational change.” In Poole, M and S Van de Ven (eds). Handbook of Organizational Change and Innovation. Oxford University Press. 15. Weick, K and Quinn, R. 1999. “Organizational change and development.” Annual Review of Psychology, 50, 361-386. 16. Weisbord, M. (2004). Productive Workplaces Revisited. Jossey-Bass
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