Organizational Development

Another major approach to changing people and culture is organizational development. Although this approach focuses mainly on changing certain aspects of people, these changes are based on overview of structure, technology, and all other organizational ingredients.

Organizational development (OD) is the application of behavioral science knowledge to improve an organization's health and effectiveness through its ability to cope with environmental changes, improve internal relationships, and increase problemsolving capabilities.

There are three types of current problems that OD can help managers address:

Mergers / Acquisitions

The disappointing financial results of many mergers and acquisitions is caused by failure of managers to recognize that two firms may have widely different values, beliefs, and practices. Cultural differences should be evaluated in the acquisition process, and OD experts can be used to smooth the integration of two firms.

Organizational Decline / Revitalization

Organizations undergoing a period of decline and revitalization experience a variety of problems, including a low level of trust, lack of innovation, high turnover, and high levels of conflict and stress. OD techniques can contribute greatly to cultural revitalization by managing conflicts, fostering commitment, and facilitating communication.

Conflict Management

Conflict can occur at any time and place within a healthy organization.

Quick navigation

• Key Organizational Change Components
• Revitalization

Table of contents

• Nature Of Organizational Change
  • Driving Forces
  • The Three Kinds Of Movement
  • Three Basic Forms Of Change
  • Three Action Roles In The Change Process
• Forces For Change
  • Environmental Forces
• Change And The Organization's Life Cycle
• Politic Forces: The Struggle For Control
• Forms Of Change
  • Coordination Changes: Changing Structure And Culture
• Changes In Control
• Roles And Tasks In The Change Process
  • Change Strategists
  • Change Implementors
  • Change Recipients
• Major Areas Of Organizational Change
  • Changing Strategy
  • Key Organizational Change Components
  • Organizational Development
  • Revitalization
• Types Of Organizational Change
  • Three Perspectives On Change
    • Prescriptions For Change
• Implementing Change
  • Common Pitfalls Of Implementation
• Resistance To Change
  • Reducing Resistance To Change
• Strategic Change
  • Levels Of Strategic Changes
  • Managing Strategic Change
    • Urgency Of Change
  • The Phases Of Strategic Change
    • Phase One Of Strategic Change
    • Phase Two Of Strategic Change
  • Tactics For Change
• Crisis Management
  • Do Not Miss Early Warnings Signals
  • Crisis Management Is A Neverending Process
  • Value A Power Of Denial, Anger, And Depression
• Managing Strategic Change - Summary