How Cultures Influence to Organization Development Success in Asian Countries?
How cultures influence to Organization Development success in Asian countries? Organization Development (OD) is one of many American management techniques utilized in many part of the world. To setting this American origin techniques in different culture always has problem. Some of the biggest challenges for developing theories with cross-cultural relevance come in the area of organizational studies. Differences in behavior, work values, and culture have been studied by many researchers in many different countries. Several frameworks have proven useful for understanding cultural differences. (E.g. Youker, Mclean and Hofstede) Specific OD interventions are then examined separately to determine their fit with the values of those countries. This paper will explore reasons or hypothesis that make OD not successful in Asian countries. Author will focus on cause of behavioral differentiation between origin culture of OD (America) and Asian culture (Thailand, Japan and China) some samples will use to describe how some company success but other fails. Finally, some critical and suggestion will made with aimed at my opinion will help in understanding Asian culture and lead to effectiveness of organization development setting in Asia.
Definitions of Organization Development and Culture Organization Development has been defined in many ways. Most of authors have been U.S.-based. Beckhard (1969) defines OD as an effort that is planned, organization-wide, managed from the top, and designed to increase organization effectiveness and health through planned intervention in the organization’s process using behavioral science knowledge. French and Bell defined OD as a long range effort to improve an organization’s problem-solving and renewal process, particularly through a more effective and collaborative management of organizational culture with special emphasis on the culture of formal work teams with the assistance of a change agent, or catalyst, and the use of the
Definitions of Organization Development and Culture Organization Development has been defined in many ways. Most of authors have been U.S.-based. Beckhard (1969) defines OD as an effort that is planned, organization-wide, managed from the top, and designed to increase organization effectiveness and health through planned intervention in the organization’s process using behavioral science knowledge. French and Bell defined OD as a long range effort to improve an organization’s problem-solving and renewal process, particularly through a more effective and collaborative management of organizational culture with special emphasis on the culture of formal work teams with the assistance of a change agent, or catalyst, and the use of the
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