Organisational Development

Core Values
1. Developmental Outlook
2. Long-Term Personal Growth
3. Feelings & Sentiments Part of Culture
4. Commitment to Action & Research
5. Power Equalisation & Democratisation
6. Trust
7. Change Agents Make Beliefs Known
Characteristics
1. Planned Change
  1. Deliberate
  2. External Change Agent
  3. Process
  4. Empirical
  5. Rational
  6. Key Assumptions
    1. Linear
    2. Progressive
    3. Goal
    4. Disequilibrium
    5. Separateness
2. Uses Behavioural Science
3. Goal: To Achieve Greater Org. Effectiveness
4. Building org's ability to assess current functioning and to achieve its goals
Beer's Definition
1. System-Wide Process
  1. Occurs Through Collaboration
2. Involves
  1. Data Collection
  2. Diagnosis
  3. Action Planning
  4. Intervention
  5. Evaluation
3. Aims
  1. Congruence
  2. Creativity
  3. Self-Renewing Capacity
  4. Double Loop Learning
Differing Theories
1. Lewin
  1. Unfreezing, Moving, Refreezing
2. Action Research
  1. Cylical
  2. Data-Focused
  3. Assessments
  4. Continued Diagnosis
  5. 1. Problem ID
    1. 2. Consultation with BS Expert
      1. 3. Data Gathering & Preliminary Diagnosis
        4. Feedback to Client
        5. Joint Diagnosis
        6. Joint Action Planning
        7. Action & Data Gathering After Action
3. General Model
  1. Entering & Contracting
  2. Diagnosis
  3. Planning & Implementing
  4. Evaluating & Institutionalising
    1. Feedback Loops Between All Steps
4. Positive Model
  1. What the organisation does right
    1. Builds on Positive Experiences
Approaches/Trends
1. Traditional
  1. Humanistic Values
  2. Process Interventions
2. Pragmatic
  1. Effectiveness
  2. Relevant Practice
  3. Emergent Change
3. Scholarly
  1. Understanding
  2. Prediction
  3. Control
  4. Variables
4. Contextual
  1. Economy
  2. Workforce
  3. Technology

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Organisational Development

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	Created by andrewcroninfinn almost 11 years ago