The Organization development has a number of underlying assumptions which can be examined so as to determine how the OD programmes can be utilized to the fullest potential. These assumptions are based upon French and Bell.
This is the third in a series of articles which originally appeared in Tappi Journal into introduce methods addressing the development of individuals and organizations through the field of Human Resource Development.
The article has been updated, and is reproduced with permission of the copyright owner. OD takes a long-range approach to improving organizational performance and efficiency.
It avoids the usual "quick-fix". OD focuses on the total system. Managed from the top. To be effective, OD must have the support of top-management. They have to model it, not just espouse it. The OD process also needs the buy-in and ownership of workers throughout the organization.
Increase organization effectiveness and health. OD is tied to the bottom-line. After proper preparation, OD uses activities called interventions to make systemwide, permanent changes in the organization.
OD is a discipline that combines research and experience to understanding people, business systems, and their interactions. We usually think of OD only in terms of the interventions themselves.
This article seeks to emphasize that these activities are only the most visible part of a complex process, and to put some perspective and unity into the myriad of OD tools that are used in business today.
These activities include Total Quality Management an evolutionary approach to improving an organization and Reengineering a more revolutionary approach. And there are dozens of other interventions, such as strategic planning and team building.
It is critical to select the correct intervention sand this can only be done with proper preparation. Human resources -- our people -- may be a large fraction of our costs of doing business. They certainly can make the difference between organizational success and failure.
We better know how to manage them. Changing nature of the workplace. Our workers today want feedback on their performance, a sense of accomplishment, feelings of value and worth, and commitment to social responsibility. They need to be more efficient, to improve their time management.
And, of course, if we are to continue doing more work with less people, we need to make our processes more efficient. Our environments are changing, and our organizations must also change to survive and prosper.
We need to be more responsible to and develop closer partnerships with our customers. We must change to survive, and we argue that we should attack the problems, not the symptoms, in a systematic, planned, humane manner.
Accelerated rate of change. Taking an open-systems approach, we can easily identify the competitions on an international scale for people, capital, physical resources, and information. To be successful, OD must have the buy-in, ownership, and involvement of all stakeholders, not just of the employees throughout the organization.
OD is usually facilitated by change agents -- people or teams that have the responsibility for initiating and managing the change effort.French & Bell © | Pearson | pp He is the author of numerous publications and the co-author of a well-known book in his field of study, Organization Development: Behavioral Science Interventions for Organization Improvement.
Previous editions. Organization Development: Behavioral Science Interventions for Organization .
History of OD Psychological Foundations of OD OD-Growth & Relevance OD Interventions Evaluating OD Interventions Bhilai Steel Plant (BSP) OD Interventions. 1. 1 INTRODUCTION Organizational Development (OD) French and Bell () views development as a long-range effort to.
Towards an Integrated Organization and Technology Development French and Bell ). Methods and instruments are developed Process modell of traditional approaches to organisation.
Organization development: behavioral science interventions for organization improvement / Wendell L. French, Cecil H. Bell, Jr French, Wendell L., . Abu Nidal Organization (ANO) (Fatah Revolutionary Council, Arab Revolutionary Brigades, Black September, and Revolutionary Organization of Socialist Muslims) The Abu Nidal Organization (ANO)(Fatah Revolutionary.
Article. French and Bell’s Organization Development has been a standard OD text for several decades. It has been through five editions – , , , and – and has been translated into several languages.