organizational development entails the utilization of new and innovative procedures,
methods, and approaches to handle specific change factors. The concept is defined as
follows:
1.
Becknard (1969) views OD as the top management's deliberate change strategY
comprislng ne entire organization usina interventions anchored on behavioral
knowledge to improve company effectiveness.
2.
Bennis (1969) considers OD as an intricate learning scheme designed tO moany
the beliets, outioOks, and makeup of the organization so that it can deal with various
tvpes of markets, products, technologies, and challenges better.
3.
Burke and Hornstein (1972) define OD as a method of deliberate change. This
involves applyıng a shift in the culture of a firm from one that avoids a revieW of social
processes to one that institutionalizes and legitimizes that review.
Burke (1994) regards OD as an intentional method of transformation in a firm's
culture by utilizing technology, research, and behavioral science theory.
From the various definitions presented, it can be inferred that organizational
French and Bell (1999) reiterate that OD is a long-term effort designed to improve
the company's capability to solve problems and recalibrate prOcesses through the
collaboration of work teams as guided by the change agent.
development encompasses the following attributes:
Cummings and Norley (2019) define OD as an organization-wide application of
behavioral knowledge and practices to strengthen the firm's structures, processes, and
methods to attain greater effectiveness in its operations.
OD involves planned change. OD is a systemic and systematic diagnosis of
an organization. The goal is to develop a technique to bring about planned
improvements in the various aspects of the organization's operations.
OD entails total system effort. This means that OD is aligned to the overall
of the organization to manage change in a holistic manner rather than based on
goal
fragmented efforts.
OD leads to improved organizational effectiveness. OD will enhance the firm's
ability to adapt to change and invigorate companies amidst the challenges
Occurring in the environment.
OD calls for the application of behavioral science knowledge. OD emphasizes
the Importance of understanding people's attitudes, beliefs, and feelings in
developing new methods of improving performance, teamwork, communication
and collaboration.
5.
6.
7.
8.
9.
OD requires the support of top management. OD is most effective when s
top management gives its support and approval in the implementation of the
process. Though OD can be implemented across various levels functional
and
the
units of the company, without the backing of the managers and executives ih:.
it is
unlikely to succeed.
OD encompasses problem-solving and a renewal process. OD implies diagnosie
of issues confronting organizations and finding feasible solutions to attain self.
managed development and growth.
OD relies on an educational strategy. This means that OD focuses on the human
factor to effect planned changes through data feedback, sensitivity training,
and the like.
OD implies collaborative relationships. OD entails collective effort and
conštant communication among various internal and external stakeholders of
the organization to implement meaningful changes in the firm.
OD is related to the company's vision and mission. Vision is the statement of
the desired future of the firm. Mission is the expression of the organization's
reason for being. Shared vision and mission provide the boundaries within
which action and decision-making take place. They serve as organizational
anchors that keep the firm stable amid an ever-changing environment. O0s
planned changes are always aligned to these two concepts.