Evolution of OD

Organisational development evolved in roughly the 1930s, primarily from the world of Psychology.

From the 1960s on-wards, Organisational Development really started to take off, Management sciences
became more professional and important as organisations searched for increasing competitive
advantages and focused more on the engagement and productivity of their employees.

Organisational Development is one of the few fields of work in which it is really possible to create great
outcomes for both individuals and organisations.

OD (Organizational Development) has gone through several stages of evolution since its inception in the
mid-20th century.

Evolution stages

Early stage: The early stage of OD was characterized by the emergence of laboratory training methods,
such as the T-Group, which focused on improving interpersonal skills and group dynamics.

This stage was marked by a focus on behavioral change and individual development.

Behavioral change refers to the process of intentionally modifying one's actions, thoughts, or emotions
to achieve a specific goal or desired outcome. Behavioral change can involve adopting new habits,
breaking old habits, developing new skills, or changing one's attitude or mindset.

Maturity stage: During the maturity stage, OD began to emphasize broader systemic change within
organizations.

The focus shifted from individual change to organizational change, with an emphasis on improving
organizational effectiveness, productivity, and overall performance.

Organizational change refers to the process of making significant modifications to the structure,
strategies, processes, culture, or operations of an organization.

Successful organizational change requires a clear vision and strategy, effective communication and
collaboration, strong leadership and management, and a willingness to learn and adapt.
Expansion stage: In the expansion stage, OD moved beyond the organizational level to address larger
societal issues such as economic development, community development, and social justice.

This stage emphasized the role of OD in creating social change.

OD can play a vital role in creating social change by promoting sustainable and positive transformation
within organizations, communities, and society.

Addressing social issues: OD interventions can focus on addressing social issues such as inequality,
discrimination, and environmental sustainability.

Globalization stage: In the globalization stage, OD has become more focused on the international arena
and addressing the challenges of global business.

This stage has seen an increased emphasis on cross-cultural understanding and the development of
global leaders.

Cross-cultural understanding involves developing knowledge and appreciation of different cultures,

values, beliefs, and communication styles. Cross-cultural understanding helps to build trust, respect, and
effective communication across cultures, which is essential for successful global leadership.

To develop global leaders with cross-cultural understanding, organizations can provide cross-cultural
training and development programs, These programs can help leaders develop a deeper understanding
of different cultural perspectives, and learn to adapt their communication and leadership styles to
different cultural contexts.

Overall, the evolution of OD has been marked by a growing recognition of the importance of systemic
change in organizations and society as a whole. Today, OD continues to evolve and adapt to the
changing needs of organizations and the global community.