Introduction to Organization Development

Concept Values Assumptions

Concept
Organization Development is an effort planned, organization-wide and managed from the top to increase organizational effectiveness and health through planned interventions in the organizations processes, using behavioural science knowledge. --Richard Beckhard

Values
The basic value underlying all organization development theory and practice is that of choice. Through focused attention, and through the collection of feedback of relevant data to relevant people, more choices become available and hence better decisions are made.

Values
Humanism Optimism Democracy Empowerment Openness in Communication Ownership of processes and outcomes Collaboration Continuous learning

Humanism
Fulfilment Creativity Test Reasoning Evidence Scientific Methods Life stance Ethics

Democracy
Equal opportunities Justice and fair-play Freedom of expression Participation in decision-making Freedom from exploitation of any kind

Empowerment
Enable people to participate in the decision-making process through developing their efficacy Providing access to information for decision-making Developing ability to exercise assertiveness in collective decisionmaking Developing ability to change perception of others and remain involved in the growth

Collaboration
Awareness - We become part of a working entity with a shared purpose Motivation - We drive to gain consensus in problem solving or development Self-synchronization - We decide as individuals when things need to happen Participation - We participate in collaboration and we expect others to participate

Collaboration
Mediation - We negotiate and we collaborate together and find a middle point Reciprocity - We share and we expect sharing in return through reciprocity Reflection - We think and we consider alternatives Engagement - We proactively engage rather than wait and see

Continuous Learning
Continuous learning refers to the ability to continually develop and improve ones skills and knowledge in order to perform effectively and adapt to changes in the workplace. The ability to question assumptions and beliefs, understand strengths and shortcomings, and commit to continued growth within a community context.

Assumptions
Groups the basic unit of change Reduction of inappropriate competition and development of collaboration Decision making to be located close to the source of information not just by superiors Controls are interim measure, not the basis of managerial strategy Open communication, mutual trust, confidence between and across levels Ownership in the change process