Who is responsible for organizational development activities (ODA)?
Identify an organization that you are familiar with. Answer the following questions:
Who is responsible for ODA?
Of the various ODA methods discussed, which ones did they demonstrate supporting?
Was learning to use the IT systems to support critical organizational processes demonstrated?
Do you think they are aware of factors that inhibit learning of processes? If so, what are they doing to address it? If not, what would you recommend to address these shortfalls?
Organizational development, or organization development (“OD” for short), is the action-oriented practice of moving an organization toward achieving the organization’s purpose and/or objectives by enabling and motivating people to manage, drive, and embrace organizational change.
Organizational development theory has been percolating since the 1930s when research showed that organizational behavior influenced employee behavior, performance, and group dynamics. Research also demonstrated that the structure of the organization (e.g. hierarchical, flat, team-based) affected its success.
There are many alternative definitions of OD. For example, the book “Health Behavior and Health Education” defines organizational development as, “a field of research, theory, and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance.” Wikipedia, on the other hand, defines OD more simply as, “the study of successful organizational change and performance.”
While both are useful definitions, neither of them addresses some of the most important factors in successful organizational development. Let’s unpack the definition of organizational development from above and examine what these aspects are.