Mr. Adnan
| Organizational Development and Change Management | Organizational Development and Change Management Models and Tools | |
Adnan Shabbir Mirza
|
Organizational Development and Change Management
Introduction
Development is the process of progress and positive change. As in this ever changing business world nothing is stationary, need of change arises due to the failure or antiquation of some process or system. Change is a cord that goes through any kind of organization, no matter what is size, industry or age of the business. Our world is changing so rapidly so it’s important for organizations to respond rapidly to changes. The organizations that cope well with change flourish and thrive but those who fail to do so will have to struggle. Due to everyday change in technology organizations need to be proactive to change and keep them developing. Commonly organizational development (OD) is an individual based change process, where some intervention with individuals is used for the organizational change. So it is generally assumed that OD is the process of change that must come from bottom of organizational hierarchy. Change is generally viewed as a base of OD by people, regardless of planned or unplanned change. However OD is a very broad and powerful process that it can be used in many fields and situations. So first of all we need to understand the term ‘organizational development’.
Bennis (1969) defined OD as reaction of change and declared it as educational strategy to update the structure and values of organization. Beckhard (1969) defined OD as “an effort that is; planned, organization-wide and managed from the top to increase organization effectiveness and health through planned interventions in the organization’s processes, using behavioral science knowledge”. However this definition is criticized by many other authors and researchers in the field, saying that the business situation is so complex now that planning is very hard thing to do
Adnan Shabbir Mirza
|
Organizational Development and Change Management
Introduction
Development is the process of progress and positive change. As in this ever changing business world nothing is stationary, need of change arises due to the failure or antiquation of some process or system. Change is a cord that goes through any kind of organization, no matter what is size, industry or age of the business. Our world is changing so rapidly so it’s important for organizations to respond rapidly to changes. The organizations that cope well with change flourish and thrive but those who fail to do so will have to struggle. Due to everyday change in technology organizations need to be proactive to change and keep them developing. Commonly organizational development (OD) is an individual based change process, where some intervention with individuals is used for the organizational change. So it is generally assumed that OD is the process of change that must come from bottom of organizational hierarchy. Change is generally viewed as a base of OD by people, regardless of planned or unplanned change. However OD is a very broad and powerful process that it can be used in many fields and situations. So first of all we need to understand the term ‘organizational development’.
Bennis (1969) defined OD as reaction of change and declared it as educational strategy to update the structure and values of organization. Beckhard (1969) defined OD as “an effort that is; planned, organization-wide and managed from the top to increase organization effectiveness and health through planned interventions in the organization’s processes, using behavioral science knowledge”. However this definition is criticized by many other authors and researchers in the field, saying that the business situation is so complex now that planning is very hard thing to do
Bibliography: Beckhard, R. (1969). Organization Development: Strategies and Models. Addison-Wesley Longman, Inc. Beckhard, R., & Harris, R. (1977). Orgnizational Transition: Managing Complex Change. Bennis, W. G. (1969). Organizational Development: Its nature, origins, and prospects. California: Addison-Wesley Pub.Co. Bridges, W. (1991). Managing Transitions. Bruke, & Litwin. (1992). A Causal Model of Organization Performance and Change. Journal of Management, 18(3), 523-545. Church, A. H., Gilbert, M., Oliver, D. H., Paquet, K., & Surface, C. (2002, November). The Role of Technology in Organization Development and Change. Advances in Developing Human Resources, 4(4), 493-511. McLean, G. N. (2006). Organization Development. California: Berrett-Koehler Publishers, Inc. Schein, E. H. (1980). Organizational Psychology (3rd ed.). Prentice Hall. The Jossy-Bass Business & Management Series. (2006). Organization Development. (J. V. Gallos, Ed.) San Francisco, USA: John Wiley & Sons, Inc. Waclawski, J., & Church, A. H. (2001). Organization Development: A Data-Driven Approach to Organizational Change. Wiley,2001.