Sections of this topic
Overview of the Field of Organization Development
|
Much of the content
of this topic came from this book:  |
Copyright Carter McNamara, MBA, PhD
Focus and Scope of This Topic
The purpose of this topic is to acquaint the reader with the field of Organization
Development, a field with a rich history of research, publications and highly
qualified practitioners dedicated to improving the performance of organizations,
whether they are teams, departmental units or the overall organizations.
The information in those topics is not sufficient to develop competencies
in guiding successful significant change. Those competencies comes from extensive
experience in applying those types of information.
NOTE: This topic distinguishes the difference between “organizational
development” and “Organization Development.” The former phrase
refers to the context, focus and purpose of the change while developing an organization.
The latter phrase refers to a field of people with expertise in guiding successful
organizational development. An organization can be a team, departmental unit
within an entire organization, the entire organization itself or a collaboration
of organizations. However, there are various articles below which refer to “organizational
development”, but it is clear that their content relates as directly to
the field of Organization Development itself. Thus, those articles are included
in this topic.
Sections of This Topic Include
Overviews of Organization Development
What is Organization Development?
Other Overviews of the Field of Organization Development
Diverse Perspectives on Organization Development
History and Theories of Organization Development
Future and Emerging Theories of Organizational Development
Other Fields and Organization Development
Recommended Competencies for Organization Development
Practitioners
General Resources
Organizations Focused on Organization Development
Books Focused on Organization Development
Other Highly Recommended Readings
Guidelines,
Methods and Resources for Organizational Change Agents
Competencies
and Resources for Organizational Change Agents
All About Consulting – Types, Skills and Approaches
Guidelines
and Resources for Contracting Phase of Consulting
Guidelines
and Resources for Discovery Phase of Consulting
Guidelines
and Resources for Action Planning Phase of Consulting
Guidelines
and Resources for Implementation Phase of Consulting
Guidelines
and Resources for Project Evaluation Phase of Consulting
Guidelines
and Resources for Termination Phase of Consulting
Also consider
Organizational
Structures and Design
Organizational
Change
Organizational
Evaluations
Organizational
Performance Management
Related Library Topics
What is Organization Development?
A Traditional Definition
Like many relatively long-standing fields, the members of each are constantly
discussing what their field really is. However, the following definition is
standard and often used as the starting point for further discussions about
the definition of Organization Development.
“Organization Development is an effort planned, organization-wide,
and managed from the top, to increase organization effectiveness and health
through planned interventions in the organization’s ‘processes,’ using behavioral-science
knowledge.”
— Beckhard, “Organization development: Strategies and Models”,
Reading, MA: Addison-Wesley, 1969, p. 9.
Some More Modern Definitions
Today’s organizations operate in a rapidly changing environment. Consequently,
one of the most important assets for an organization is the ability to manage
change — and for people to remain healthy and authentic. Consider the following
definition of Organization Development:
“Organization Development is the attempt to influence the members of
an organization to expand their candidness with each other about their views
of the organization and their experience in it, and to take greater responsibility
for their own actions as organization members. The assumption behind Organization Development is
that when people pursue both of these objectives simultaneously, they are
likely to discover new ways of working together that they experience as more
effective for achieving their own and their shared (organizational) goals.
And that when this does not happen, such activity helps them to understand
why and to make meaningful choices about what to do in light of this understanding.”— Neilsen, “Becoming an Organization Development Practitioner”, Englewood Cliffs, CA:
Prentice-Hall, 1984, pp. 2-3.
Experts might agree that the following definitions of Organization Development represent the major
focus and thrust of many of today’s Organization Development practitioners.
“Organization Development is a system-wide application of behavioral
science knowledge to the planned development and reinforcement of organizational
strategies, structures, and processes for improving an organization’s effectiveness.”
— Cummings and Worley, “Organization Development and Change”, Sixth
Edition, South-Western Publishing, 1997, p.2.“Organization Development is a body of knowledge and practice that enhances
organizational performance and individual development, viewing the organization
as a complex system of systems that exists within a larger system, each of
which has its own attributes and degrees of alignment. Organization Development
interventions in these systems are inclusive methodologies and approaches
to strategic planning, organization design, leadership development, change
management, performance management, coaching, diversity, and work/life balance.”
— Matt Minahan, MM & Associates, Silver Spring, Maryland
Organization Development Practitioners as “Organizational Physicians”?
There is a complex integration of various systems in an organization. Likewise,
there is a complex integration in the human body. Therefore, when trying to
understand the field of Organization Development, it might be useful to compare
aspects of the field of Organization Development to aspects of the field of
medicine.
For example, the study of the theories and structures of organizations (often
in courses called “organizational theory”) is somewhat similar to
the study of anatomy and physiology of human systems. Similarly, the study of
organizational behavior is somewhat similar to the study of psychology and sociology
in human systems.
So in Organization Development, its practitioners might be considered to be
“organizational physicians” intending to improve the effectiveness
of the organization by:
- Establishing relationships with key personnel in the organization (sometimes
occurring in phases called “start-up”, “entering” and/or
“contracting” with the client organization); - Researching and evaluating systems in the organization to understand dysfunctions
and/or goals of the systems in the organization (“diagnosing” the
systems in the organization); - Identifying approaches (or “interventions”) to improve the effectiveness
of the organization and its people; - Applying approaches to improve effectiveness (methods of “planned change”
in the organization); and - Evaluating the ongoing effectiveness of the approaches and their results.
There are many practitioners who would oppose that comparison, believing that
physicians too often take a mechanical, linear and detached approach when treating
their patients. Those practitioners would assert that approaches in Organization
Development are much more dynamic in nature.
Additional Perspectives On What Organization Development Is
Organizational
Development Guide: Definition, Process & Development Models
What is Organization Development?
(from the Organization Development Network)
What is Organizational
Development? (4-minute video)
Organization
Development Practitioner
Other Overviews of the Field
of Organization Development
It is useful now to build from those various definitions to consider
various overviews of the field. The field itself is so large that an overview
should start with a relatively small scope and then broaden from that.
Basic Overviews
Organizational
Development Theory
Introduction
to Organization Development
What
is Organizational Development?
Three
Stages of Organization Development
What is Organization
Development? (see the pulldown for many resources)
Beginner’s
Guide to Organization Development
What is Organization Development?
Broader Overviews
Organization
Development (broad overview from Wikipedia)
Organization
Development: Principles, Processes, Performance
Values, Beliefs and
Assumptions of Organization Development (30-minute video)
Organization
Development and Change
A
Framework for Organizational Development: The Why, What and How of Organization
Development Work
A
Study on Organisational Development
Diverse Perspectives on Organization Development
The topic of organizational change has received a great deal of attention over
the past several decades as organizations face new and complex challenges like
never before. Correspondingly, the field of Organization Development is receiving
a great deal of attention now, too. As the field has grown, so has the diversity
of perspectives on the field. The question “What is Organization Development?”
is now common in discussions among those interested in the field.
Field or Profession? (Ethics and Certification)
Organization Development is sometimes referred to as a profession. Yet others
assert that it is a field because it does not have a standard code of ethics
or universal accrediting body. Early practitioners recommended a Credo,
which is widely respected. The Organization Development Institute has also recommended
an International Organization Development Code of
Ethics.
The Organization Development Institute admirably suggests levels of certification
for Organization Development practitioners, but these do not appear to have
become standard for practitioners. The Organization
Development Network is a large organization that also focuses on developing
the field and serving its members, including by developing a framework of competencies.
Scope of the Field?
Some have distinguished Organization Development from other fields because
it works from a systems perspective and according to humanistic values to help
people to change for the better. Others might respond that other fields or professions,
however, such as trainers and community organizers, also work from a systems
perspective and according to humanistic values — and, thus, that description
is not unique to Organization Development. Those people might assert that Organization
Development must proclaim a scope for their field, in particular, a scope to
changing organizations.
Focus on People Side and/or Business Side?
Another area of diversity about perspectives on Organization Development is
in regard to how people view organizations. Some focus especially on the structures,
strategies, policies and procedures (the “business side”), while others
focus especially on the human relations and interactions (the “people side”).
Still others focus especially on the politics and power, while others focus
especially on the cultures and values of the organization. The following article
gives more information about these perspectives:
Understand the Preferred Lens Through Which You View Organizations
Currently, there seems to be strong focus on “soft” skills in Organization
Development, for example, coaching, leadership development, facilitation, conflict
management and process consulting. However, many would assert that the “hard”
skills, such as organizational theory, strategizing, and various quality management
initiatives should also be a focus in Organization Development. The following
article gives more information about these perspectives.
What Type of Organization Development Practitioner Are You?
Organization Development Versus Change Management?
Recently, there have emerged many opinions that Organization Development and
change management are two somewhat different disciplines. The opinions are that
Organization Development is focused primarily on changing a whole system, for
example, a team, departmental unit or organization, while change management
is focused on the necessary changes among people in the organization in order
to accomplish the overall change in the organization.
Others believe that change management is not a separate discipline and is actually
an aspect of what Organization Development naturally focuses on when changing
the entire system, that is, that Organization Development also focuses a great
deal on what is needed to change people. Other views on change management might
sound much like how others would define Organization Development, for example,
“Organizational Change Management is about an organization achieving a
desired future state from its current state with minimal disruption or negative
impact to the organization” … “Change Management … is not organization-wide
or enterprise-wide. It is change specific to a project or program” (Rona
Puntawe).
What
is the difference between Organizational Development, Organizational Change
Management and Change Management?
Organizational
Development Vs. Change Management
Exploring
the Relationship between OD and Change Management
Various Perspectives on Organization Development
Ethics in Organization
Development (2-minute video)
Organization
Development: past, present and future
David Bradford on
Re-inventing Organization Development
Challenges and Future
of Organizational Development (2-minute video)
Key Trends in HR,
people and organization development
Building
Organization Development Education for the Infinite World of Tomorrow (wonderful
overview of the state of Organization Development educational programs)
Holistic Organization Development — Paradigm for the Future
History and Theories of Organization Development
There is a rich history in the field of Organization Development. Professional
practitioners in the field should know that history, including the early beginnings
of the field and the major players in it. They should know its history and evolution,
including its major phases of development over the years that bring us up to
the dynamic changes that are now occurring in the field.
Making
Sense of Organization Development (13-minute video, contains historical information)
History
of Organization Development (Part 1 of 6) — “Prehistoric Organization Development”
History
of Organization Development (Part 2 of 6) — “The Psychologists”
History
of Organization Development (Part 3 of 6) — A Timeline of Who Did What and
When
History
of Organization Development (Part 4 of 6) — Frederick Taylor, the First Modern
‘Change’ Consultant
History
of Organization Development (Part 5 of 6) — Wilfred Bion and Eric Trist “The
Birth of Self-Managed Work Groups”
History
of Organization Development (Part 6 of 6) – “Can People Really Change? The
Genius of Kurt Lewin”
30
Years of Organization Development History – 1
30
Years of Organization Development History – 2
John
Dupree’s list of the Organization Development Pioneers
The
Books in the “OD” Bible
Theoretical
Background of Organization Development
Evolution of the Field
of Organization Development
Rise
– and Fall – of OD
Future and Emerging Theories of Organization
Development
Dialogic Organization Development
As quoted from the website Dialogic Organization
Development, “Dialogic Organization Development is the next step in the evolution of organizational
change theory, from thinking of organizations as organisms that adapt to their
environments, to organizations as conversations where individual, group, and
organizational actions result from self-organizing, socially constructed realities
created and sustained by the prevailing narratives, stories, and conversations
through which people make meaning about their experiences.”
What
is Dialogic Organization Development – Part 1
Organisational
Development: Diagnostic or Dialogic?
The
Dialogic Change Model
What
is the Evidence of Dialogic Outcomes?
Dialogic
Organization Development Recapturing the Spirit of Inquiry
Papers on Dialogic Organization
Development
My Journey into
Dialogic Organization Development
Dialogic Organization
Development (1-hour video)
Dialogic Approach
to Transformation
Dialogic Organization
Development
Other Perspectives on the Future of Organization
Development
Future of Organization Development
Current Trends in Organizations
Future
Trends in Organization Development
The
future of the organisation and implications for OD
Four
Trends Shaping the Future of Organizations and Organization Development (briefly
lists 4 trends)
The
Future Of Organization Development 2: Where OD Thrives
Future
Trends of Organizational Development (slideshare)
Emerging
Trends in Organizational Development
The
Future of Organization Development
The
Future of OD: Updated Reflections on the OD Field: Are We Good Enough for the
Changing World?
Emerging Trends in
Organization Development
OD:
From the Founders to the Future
Preparing
for Change: 2018
New Paradigm
in Management (lists driving forces of change)
Other Fields and Organization Development
The field of Organization Development includes a wide range of perspectives
on the scope and, in particular, how it relates — or does not relate — to
other fields. Many believe that an activity could be classified as an “Organization
Development” activity if it is focused especially on changing a significant
part or all of an organization. Others believe that activities focused especially
on changing a person or people (such as learning and development, coaching,
training and facilitation) within an organization also changes the organization
itself and, thus, each of those activities could be classified as an “Organization
Development” activity. Here are some articles that further portray differences
in perspective.
Differences
— Training vs. Organization Development
Learning 2.0 &
Organizational Development
The Role of HR in
Organizational Development
Organization Development
vs Human Resource Management
Organizational Development
and Design Thinking
The Role of Executive
Coaching in Organizational Development
Organization
Development and Human Resource Management
Recommended Competencies for
Organization Development Practitioners
Almost as diverse as the opinions about the focus, scope and nature of Organization
Development are the opinions about the competencies that its practitioners should
have. The following link will take you to a list of recommended competencies
from different organizations and professionals in the field.
Competencies
and Resources for Organizational Change Agents
Organizations Focused on Organization Development
The following lists are by no means complete, rather they are a good starting
point for learning even more about Organization Development.
Associations
National Organization
Development Network
Chapters of the National
Organization Development Network
Educational Organizations
Organization Development Education Association lists many
Organization Development educational organizations.
Some Organizations With Many Resources about Organization Development
Change
Designs
Organization Development
Network
Fred Nickol’s website
American University’s
Library online encyclopedia’s of organizational topics
Association of Change Management Professionals
ZeePedia.com
Organization Development International
The Open Encyclopedia of Organization
Development
What is OD? (see
the pulldown)
Books Focused on the Field of Organization
Development
The field of Organization Development encompasses a wide variety of business-,
management- and organization-related practices. Therefore, a list of Organization
Development-related books could well be exhaustive in length. The following
are some of the major books focused primarily on the field of Organization Development.
This short list is by no means meant to represent the singular “foundation”
texts in the field. Rather, the list is a good starting point from which to
gain some basic understanding of the field.
Organization Development-Specific Books
|
Much of the content of
this Library topic came from this book: |
Field Guide to Consulting and Organizational Development
by Carter McNamara, Authenticity Consulting, 2006. This book is about
the field of Organization Development and combines major practices from the
field with major practices from the field of consulting, as well. (The author
of this book is the author of much of the content in this Library.)
Field
Guide to Consulting and Organizational Development
Organization Development and Change
Sixth Edition, by Cummings and Worley. South-Western Publishing, 1997. Available
from Amazon
Books. This is one of the best books about the background, movements, theories,
models and case studies regarding Organization Development.
Organization Development Classics : The Practice and Theory of Change —
The Best of the Organization Development Practitioner
by Van Eynde (Editor), Judith C. Hoy (Editor), Dixie Cody Van Eynde (Editor),
Donald Van Eynde (Editor). Jossey-Bass, 1997. Available from Amazon
Books. This is a collection of classic articles from the pioneers in the
field of Organization Development. Together, they provide a very meaningful
overview of the field.
Practicing Organization Development : A Guide for Consultants
by Rothwell (Editor), Roland Sullivan (Editor), Gary N. McLean. Pfeiffer &
Co., 1995. Available from Amazon
Books. This is one of the best books with guidelines and practical about
applying all phases of Organization Development.
Annotated Lists of Organization Development-Related
Books
Peter Vaill provides an extensive, annotated bibliography of organizational
behavior and development books. (To read the bibliography, you will need the
free program Adobe
Acrobat Reader.)
An
Annotated Bibliography of Foundational Literature in Organizational Behavior
and Development
Another list of Organization Development books is recommended by members of
a LinkedIn group about Organization Development.
List
of recommended Organization Development books
Other Highly Recommended Readings
Guidelines,
Methods and Resources for Organizational Change Agents
Competencies
and Resources for Organizational Change Agents
Consulting Skills
– How to Do Consulting
Guidelines
and Resources for Contracting Phase of Consulting
Guidelines
and Resources for Discovery Phase of Consulting
Guidelines
and Resources for Action Planning Phase of Consulting
Guidelines
and Resources for Implementation Phase of Consulting
Guidelines
and Resources for Project Evaluation Phase of Consulting
Guidelines
and Resources for Termination Phase of Consulting
Learn More in the Library’s Blogs Related to Organization
In addition to the articles on this current page, see the following blogs which
have posts related to Organization Development. Scan down the blog’s page to
see various posts. Also see the section “Recent Blog Posts” in the sidebar
of the blog or click on “next” near the bottom of a post in the blog.
Library’s
Consulting and Organizational Development Blog
Library’s
Leadership Blog
For the Category of Organizational Development:
To round out your knowledge of this Library topic, you may want to review some related topics, available from the link below. Each of the related topics includes free, online resources.
Also, scan the Recommended Books listed below. They have been selected for their relevance and highly practical nature.
