Od Pracitioners

Homework – Unit 1

Dugagjin Sokoli

Everest University Online

MAP 5285 Organizational Development and Change

PJ Pardo, PhD

October 29, 2011

Abstract

Organizational Development (OD) applies to changes in processes, strategy, and structure of entire system. The five stem of OD practice used in the past and today are: Laboratory Training, Action Research/Survey Feedback, Normative Approaches, Quality of Work Life, and Strategic Change. There are several similarities and differences between the classic and traditional approaches to OD: such as Lewin's Change Model, Action Research Model, and Contemporary Adaptations of Action. There are four competencies of an effective OD Practitioner should have: Intrapersonal Skills, Interpersonal Skills, General Consultation Skills, and Organization Development Theory. Steps associated with starting a planned change process; entering into and OD relationship are: Clarifying the Organizational Issue, Determining the Relevant Client, and Selecting an OD Practitioner.

Organization Development, Classic and traditional Approaches, and Competencies of OD Practitioner

Organizational Development (OD) applies to changes in processes, strategy, and structure of entire system. It is a system-wide application and transfer of behavioral science knowledge to the planned development, and improvement that lead to organization effectiveness by managing planned change, which involves creation and the reinforcement of that change. OD is known for its attention to the process of change.

The five stem of OD practice used in the past and today are:

Laboratory Training – The first stem is the growth of the national Training Laboratories and the development of training groups known as sensitivity training or T-groups.

Action Research/Survey Feedback – The second stem is the classic work on action research conducted by social scientists interested in applying research to managing change. The important technique was the feedback....