Organization Development is a continuously growing field. Other professions often refer OD to the closely
related concept Organizational Behavior (OB) -- the study and application of
knowledge about how people, as individuals and as groups, act within
organizations (Newstrom & Davis, 1993).
Although similar Organization Development (OD) is defined as a process
by which behavioral science knowledge and practices are used to help
organizations achieve greater effectiveness, including improved quality of work
life and increased productivity (Cummings, & Huse, 1989). During its short history, the Organization
Development (OD) profession has become an integral part of the business
climate. From its inception the OD
practice has aimed to help organizations become more effective by means of
methodical interventions which focus on the organizations culture, processes,
and structure. Looking back on the
history of OD and from what I have experienced and learned through countless
hours of education, I believe that the OD practitioner will always be present
in some shape or form now and far into the future.
However, for any organizational development program to be
successful, it must be embraced at all levels of an organization. It must be recognized as a vital business
necessity and not just another expendable department. Companies are now realizing that today’s
workforce has changed. OD was created to
deal with the ever changing workforce to help organizations remain productive
while maintaining, if not, improving their competitive edge. The 21st-century has a new addition to its
workforce, something it has never seen before, the millennial workforce. The millennial workforce is comprised of
tech-savvy, flexibility demanding, highly educated, and very talented
individuals. Although the field of OD
draws on its progression throughout history, many professionals attribute its
evolution to an ability to adapt to the new workforce, new business trends and
the ability to incorporate new technology paradigms to a workforce that has
become more demanding and complex. In
the future the focus of the OD practitioner will be on promoting organizational
global adaptability while incorporating traditional and e-learning platforms,
and converting the organization an into high-performance organization that can
compete in a global market. I personally
feel if organizational development programs are fully integrated, organizations
can improve effectiveness, achieve goals its objectives, build capacity, and overcome
challenges in the present and future business economy.
Cummings, T. & Huse, E. (1989). Organization Development
and Change. St Paul, MN: West Publishing Company. (Pp. 5-13).
Newstrom, J. & Davis, K. (1993). Organization Behavior:
Human Behavior at Work. New York: McGraw-Hill. (p. 293).
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