Capitol University Graduate School

Doctor of Management
MGT315 Organizational Development: Change and Techniques of Intervention

Activity 3
MODELS IN ORGANIZATIONAL DEVELOPMENT
(NAIMAH M. SARIP – DM-1)

INSTRUCTIONS

Read the article Organization Development Models: A Critical Review and Implications for Creating
Learning Organizations by Maxwell A. Asumeng and Judith Ansaa Osae-Larbi (2015). Then illustrate the
models in a diagram, as clearly and as creatively as you can. Prepare this Activity as it is and submit to
Google Classroom within deadline. To keep your illustrations intact, you may save and submit your PDF
file.

QUESTIONS AND ANSWERS:

The Three Step-Model of Change

1) The Action Research Model

2) The Appreciative Inquiry Model
3) The General Model of Planned
Change

The Action Research Model

Action research is an approach to research which is based on a collaborative problem-solving

relationship between the researcher and client, and which aims at both solving a problem and generating new
knowledge. Thus, in relation to organizations, traditional action research assumes that organizational
problems can be solved with cycles of knowledge gathering and implementation of action solutions when
these dual activities are concurrently and actively engaged in by members of the organization. further
assumes that the desired outcomes of research/knowledge in action are solutions to the immediate
organizational problems as well as important learning from intended and unintended outcomes.

The Appreciative Inquiry Model

This model adopts a positive approach to change as an alternative to the problem-centred approach
of action research. Firmly grounded in social constructionist theory, the appreciative inquiry model draws on
narrative OD approaches such as storytelling, to generate new ideas, theories, and images of the future for
change. It is also based on the assumption that people tend to communicate and act in ways that make their
expectations occur, and that positive expectations about the organization can create an anticipation that
energizes and directs behaviour toward making those beliefs happen.
 The General Model of Planned Change

This general OD model focuses on planned change from a problem solving perspective, as well as
from the perspective of identifying and leveraging best practices within organizations. According to the
general OD model, planned change within organizations can be achieved in four main stages through four
sets of activities: entering and contracting, diagnosis and feedback, planning and implementation, evaluation
and institutionalization. The first stage, the entering and contracting stage, describes the initial set of
activities that the change agent and the organization must engage in, in order to better understand what
needs to be improved or facilitated and whether to engage further in the planned change programme. The
activities include data gathering to identify the problems or opportunities for change; joint discussion of the
data gathered; agreement to engage in planned change; and setting expectations around the role (e.g.
consultant or expert), time, and pay of the change agent as well as the resources that the organization
would need to commit to the process.


Prepared by
HEIDI GRACE P. MENDOZA cpa dbm
Chair, Graduate School Management Department and
Professor, MGT315 Organizational Development: Change and Techniques of Intervention
February 2022

ONLY STUDENTS OFFICIALLY ENROLLED IN THE CLASS HAVE ACCESS TO THIS MATERIAL.
Students are expressly prohibited from distributing or reproducing
any portion of this course material in printed or electronic form without written permission
from Prof. Heidi Grace Mendoza or Capitol University.