ORGANIZATION DEVELOPMENT. The field of organizational development is focused on the underlying belief that data-based feedback, whether qualitative or quantitative, leads to greater awareness of the present and future states; it thereby drives positive individual behavioral change and result in larger oganizational change.

 

In general, the field of OD is grounded in a combination of academic theory, applied research methods, and experiential consulting efforts. Its roots are quite varied and can be traced back to such influences as individual psychology, social psychology and systems theory, group dynamics, theories of participative management, job characteristics and design, survey research methods, and even psychotherapy. A recent review of the role behavior of OD practitioners listed divergent role sets as content expert, diagnostician, trainer/educator, process consultant, and objective observer. Certainly, expertise is critical, as is technical competence and person-centered strategies.

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Three primary dimensions span the range of OD interventions:

1. Type of intervention (e.g. quantitative methods or process-based methods)

2. Level of intervention and intended impact (individual, group/team. subsystem, and toal system).

3. Content are of focus (e.g. leadership, culture, conflict management, mission/ vision, group dynamics, reward and recognition systems, communication, manager quality, structure, motivation, and performance managment). 

 

Anchored in evidence, this practice provides a full range of program offerings available to strengthen organizations, expand capacity, and develop talent.