The twenty-first century is the century of uncertainty, chaos, dynamism, globalization, diversity, technology and hyper-competition.

The 21st century context is complex, dynamic, fast paced, nonlinear, multicultural, and knowledge intensive. The world is experiencing global scale complex problems including global warming, postmodern terror, corporate scandals, pollution, wars, and the divide between the rich and the poor . Moreover, there is increasing interdependence between people, organizations, and communities. There is no doubt that contemporary work in Organization development is also becoming more and more multifaceted, multidimensional, and multi-focused. Practitioners and researchers in Organization development draw upon a variety of disciplines such as psychology, social psychology, sociology, organizational behavior, strategy, human resources management, cross-cultural management, organizational theory, complexity sciences, systems sciences and ethics. The field of Organization development is becoming fuzzy, more dynamic and transdisciplinary in the 21st century, as seen in the following characteristics of organizations and organizational contexts. Dynamic and fluid: The new world in the 21st century is becoming more knowledge intensive, global, fast-paced, dynamic, and organic. Organizations operate constantly in flux, with the rapid pace of technological innovations, globalization, financial shifts, reengineering, mergers and acquisitions Organizations try to change, adapt, and become self-organized dynamic systems; focusing on strategies of empowerment; to enable and increase employee involvement and participation . Visionary and insightful: Creativity, insight, and integrative thinking are becoming increasingly important in the 21st century to find new ways to bridge some of the 21st century organizational problems, wider global issues, social divides, poverty gaps, cultural and religious differences . Moreover, innovative organizations have been trying to introduce visionary ways of organizing and work, such as building connections through networked organizations, utilizing swarm intelligence or creating collective intelligence in knowledge work teams. Flexible and adaptive: The dynamic and chaotic nature of the 21st century demands adaptive and flexible Organization development methods. The new knowledge economy requires adaptive skills and agility to recognize new opportunities and to take fast action. 21st century is also a century of networks and interdependence. The relational and networked basis of the knowledge economy places demands on managers and Organization development professionals to be more collaborative, flexible and agile in their approaches Therefore, organizations have been discovering and experimenting with new ways and methods to help employees balance work and family, such as flexible work arrangements and telecommuting. Chaotic and non-linear: The new world in the 21st century is complex, ecologically vulnerable, diverse, chaotic, and non-linear. Chaos theory is the discipline analyzing nonlinear dynamic models that elucidate irregular and unpredictable behavior and attempting to reveal structure in unpredictable dynamic systems For example, according to the butterfly effect; small differences in initial conditions can quickly lead to large differences in the future state of a system. Chaos theory and complexity sciences provide insights into the nature of complex adaptive systems and non-linear relationships in these systems to provide holistic explanations of phenomena. Holistic and Quantum: The beginning of the twenty-first century encompasses an era that technologically could be called the Quantum Age. Quantum mechanics is the study of subatomic particles in motion. Subatomic particles interact across time and space in unknown and unknowable ways (Wheatley, 1992). Their unpredictable and seemingly random behavior violates Newton's laws.

Recent research in psychology, biology, and neurophysiology suggests that human beings are, indeed, quantum beings (Shelton and Darling, 2001). The holistic and quantum approaches to management suggest that it is good for managers and employees to bring their whole persons to work, their bodies, minds and spirits. These approaches also emphasize the need of bridging analytical and artistic sides of employees to increase their creativity. Developing organizations and creating positive change in this new context requires a paradigm shift for organizational development. New Organization development philosophy depends on crafting high quality relationships in the organization. Crafting high quality relationships is based on seven anchor points designed to better engage ourselves, managers and employees in the development and change process intellectually, emotionally and spiritually: 1) deep caring, concern, love and compassion for people in the organization; 2) using art and storytelling, encouraging self expression, conveying compelling messages, conveying passion, 3) fostering hope, faith, self discovery, positive reflection, and optimism in employees, 4) nurturing the dreams of employees and mobilizing them (encouraging right actions, setting high expectations, encouraging the best, 5) emotional and spiritual engagement and connection, 6) encouraging holistic development, enabling whole persons to work, engaging their body, mind and spirit, 7) bridging analytical, creative, reflective, spiritual and artistic sides of employees to bring out the best in themselves. These can be thought as vital anchor points in crafting meaningful employee growth, learning, engagement and positive action. As they face more complexities, competition, and change than at any other time in history, organizations that thrive in the new century will be those that learn new capabilities suited to coping with the new conditions. Sources of competitive advantage will derive from an organization's ability to practice ethics and social responsibility, collaboration, relationship building, creativity and innovation, adaptation and flexibility, and systems thinking, as well as to manage complexity and thrive in ch