What is Organization Development?

An Old Standard Definition of OD New Definitions of OD Comparing Org'l Systems to Human Systems From "Linear" to "Holistic" OD? Ongoing Definitions and Professionalization of OD "OD 101" Presentation Related Sections on this Web Site The nature and needs of organizations are changing dramatically. Correspondingly, the profession of organization development (OD) has been changing to meet the changing needs of organizations. Therefore, it may be most useful to consider several definitions of organization development.

An Old Standard Definition of OD

For many years, the following definition was perhaps the standard definition for OD. The following definition was developed in 1969 at a time when an organization was considered to be much like a stable machine comprised of interlocking parts. Organization Development is an effort planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's 'processes,' using behavioral-science knowledge.
-- Beckhard, Organization development: Strategies and Models, Reading, MA: Addison-Wesley, 1969, p. 9.

The Organization Development Institute provides an historical view of organization development.

New Definitions of OD
Today's organizations operate in a rapidly changing environment. Consequently, one of the most important assets for an organization is the ability to manage change -- and for people to remain healthy and authentic. Consider the following definition of OD: Organization Development is the attempt to influence the members of an organization to expand their candidness with each other about their views of the organization and their experience in it, and to take greater responsibility for their own actions as organization members. The assumption behind OD is that when people pursue both of these objectives simultaneously, they are likely to discover new ways of working together that they experience as more effective for achieving their own and their shared (organizational) goals. And that when this

does not happen, such activity helps them to understand why and to make meaningful choices about what to do in light of this understanding.
-- Neilsen, Becoming an OD Practitioner, Englewood Cliffs, CA: Prentice-Hall, 1984, pp. 2-3.

Many experts agree that the following definition of OD represents the major focus and thrust of today's OD practitioners. "Organization development is a system-wide application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organization's effectiveness."
-- Cummings and Worley, "Organization Development and Change", Sixth Edition, SouthWestern Publishing, 1997, p.2.

Here are some other perspectives on the definition of OD. Arizona Organization Development Network Organization Development -- the Management of Change

Understanding Organization Development: Organizational Systems to Human Systems

OD Practitioners: "Organizational Physicians"?

Comparing

The system of organizations is very similar, if not the same as, the system of human beings -- after all, organizations are made up of humans! Therefore, when trying to understand the field of organization development, it might be useful to compare aspects of the field of organization development to aspects of the field of medicine. For example, the study of the theories and structures of organizations (often in courses called "organizational theory") is similar to the study of anatomy and physiology of human systems. Similarly, the study of organizational behavior is similar to the study of psychology and sociology in human systems. Finally, the study and field of organization development compares to the study and field of medicine regarding human systems. That is, in OD, practitioners might work in a manner similar to "organizational physicians" intending to improve the effectiveness of people and organizations by: 1) Establishing relationships with key personnel in the organization (often called "entering" and "contracting" with the organization);

2) Researching and evaluating systems in the organization to understand dysfunctions and/or goals of the systems in the organization ("diagnosing" the systems in the organization); 3) Identifying approaches (or "interventions") to improve effectiveness of the organization and its people; 4) Applying approaches to improve effectiveness (methods of "planned change" in the organization), 5) Evaluating the ongoing effectiveness of the approaches and their results.

From "Linear" to "Holistic" OD?

Note that the above-mentioned, "linear" approach to organization development is coming under fire. Not all organization development practitioners appreciate terms such as "diagnosing" an organization, "interventions" to improve effectiveness, etc. (For a new perspective on OD, read Holistic OD: Paradigm for the Future.)

Ongoing Definitions and Professionalization of OD

The field of organization development encompasses a wide variety of business-, management- and organization-related practices. Many types of practitioners might call themselves "organization development" practitioners. Typical to many emerging professions, the field of OD is continually reassessing itself through dialogue, debate and discussions of OD practitioners, writers and scholars. The Organization Development Institute has been a major force in helping to further define the field of OD. Consider their International Organization Development Code of Ethics. In order to provide a beginning toward the collection of basic data about OD professionals, in April, 1998 the Center for Organization Development of Loyola University Chicago surveyed a sample of the members of the Organization Development Network (ODN). The study asked what do OD practitioners do, who do they work for, what type of education do they have, and how much do they make. See The Current State of OD Practice: The Loyola Study

"OD 101" Presentation

This two-hour presentation provides a brief overview of the profession of OD, its history, typical consulting approach, various types of interventions and an overview of organizational change. Additional resources are suggested. Click here for the presentation.

Related Sections on this Website

Getting Started and Remaining Up-to-Date in OD Some Key Books Focused on Organization Development Educational Programs About Organization Development
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