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Organization Development OD is the application of behavioral science knowledge to improve an organizations health and effectiveness through its ability to cope with environmental changes improve internal relationship and increase problem-solving capabilities OD is an effort of planned organizationwide and managed from the top to increase organization effectiveness and health through planned interventions in the organization processs using behavioral science It must be managed from the top Top management must have commitment to and knowledge about the goals of the program and must actively participate in the management of the effort OD focuses on the entire organization plant firm or work group to attain the set intended goals OD is both a professional field of social action and an area of scientific inquiry It involves the creation and the subsequent reinforcement of change by using four major interventions technostructural human process human resource management and strategic intervention Some OD programs focuses more heavily on different kinds of change than others The intent is to get a company to attain its full potential in productivity and profits to be able to solve its own problems and to manage change This process is divided into three steps entry normative change and structural change In the entry stage the aim is to establish a felt need for change using three approaches interviewing survey information or other means to give the organization inharmonious information in what people wants and what actually happen The second approach is used to demonstrate the value of OD through particular projects in one or more subsystems of the clients organization The final approach is a direct attempt to change values through the use of T-groups or similar technique Normative change step is directed at targeting as many organization members as possible to expose them to the new social norms The intent is to change the climate of the organization The final step is structural change it involves
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