Organization development is an ongoing, methodical process of implementing effective organizational change. OD is known as both a field of science focused on understanding and managing organizational change and as a field of scientific study and inquiry. It is interdisciplinary in nature and draws on sociology, psychology, and theories of motivation, learning, and personality. Behavioral science has provided the basic foundation for the study and practice of OD, however new and emerging fields of study have made their presence felt. Organization development is a growing field that is responsive to many new approaches.
An Annotated Bibliography
Horizon, Transforming your Perspective (2010). Why is Organizational Development Important? http://horizon-africa.com/2010/11/why-is-organizational-development-important/ There has been an increasing trend to maximize organization’s investment in its employees. Jobs that previously required physical dexterity now require more mental effort. Organizations need to “work smarter” and apply creative ideas. Employees expect more from a day’s work than simply a day’s pay. They want a challenge, recognition, sense of accomplishment, worthwhile tasks and meaningful relationships with their managers and co-workers. When these needs are not met, performance declines. Today’s customers demand continually improving quality, rapid product or service delivery; fast turn-around time on changes, competitive pricing and other features that are best achieved in complex environments by innovative organizational practices. The effective organization must be able to meet today’s and tomorrow’s challenges.
Gary McLean (2007). Berrett-Koehler Publishers. Organizational Development http://www.bkconnection.com/organizational-development.asp This article discusses how the field of organizational development is extremely broad - one of the problems is communicating clearly what the field entails. Organizational development is not a technique or a group of tools, though some organizational development professionals practice as if it were. Rather, organizational development can be applied any time an organization wants to make planned improvements using the organizational development values. Organizational development might be used in any of the following situations: is not a technique or a group of tools, though some organizational development professionals practice as if it were. Rather, organizational development can be applied any time an organization wants to make planned improvements using the organizational development values. Organizational development might be used in any of the following situations:
• To develop or enhance the organization's mission statement or vision statement for what it wants to be
• To help align functional structures in an organization so they are working together for a common purpose
• To create a strategic plan for how the organization is going to make decisions about its future and achieving that future
• To manage conflict that exists among individuals, groups, functions, sites, and so on, when such conflicts disrupt the ability of the organization to function in a healthy way
• To put in place processes that will help improve the ongoing operations of the organization on a continuous basis
• To create a collaborative environment that helps the organization be more effective and efficient
• To create reward systems that are compatible with the goals of the organization
• To assist in the development of policies and procedures that will improve the ongoing operation of the organization
• To assess the working environment, to identify strengths on which to build and areas in which change and improvement are needed
• To provide help and support for employees, especially those in senior positions, who need an opportunity to be coached in how to do their jobs better
• To assist in creating