"Organization development (OD) is the study and implementation of practices, systems, and techniques that affect organizational change."
This subfield focuses on improving organizational effectiveness by enhancing the skills and abilities of individuals and teams within the organization.
Organizational Structure: The study of how organizations are structured, their hierarchy, and how they function.
Organizational Culture: The study of the shared values, beliefs, and attitudes that shape an organization's behavior.
Change Management: The process of introducing changes to an organization and managing them effectively.
Performance Management: The process of setting goals and evaluating performance to improve organizational effectiveness.
Leadership: The study of how leaders influence organizational behavior and culture.
Human Resource Management: The study of how organizations manage their workforce, including recruitment, selection, training, and retention.
Communication: The study of how organizations communicate with employees, customers, and stakeholders.
Decision Making: The study of how organizations make decisions and the factors that influence those decisions.
Organizational Behavior: The study of how individuals, groups, and structures interact within an organization.
Organizational Psychology: The study of human behavior in the workplace and its impact on organizational outcomes.
Organizational Design: The process of structuring an organization to achieve its objectives.
Team Building: The process of bringing people together to form a cohesive team.
Conflict Resolution: The process of resolving conflicts that arise within an organization.
Organizational Learning: The study of how organizations acquire and apply knowledge to improve their performance.
Organizational Ethics: The study of the moral principles and values that guide organizational behavior.
Organizational Development: The process of improving organizational performance by applying behavioral science concepts and principles.
Organizational Effectiveness: The degree to which an organization achieves its goals and objectives.
Organizational Diagnosis: The process of analyzing an organization's structure, culture, and systems to identify areas for improvement.
Organizational Strategy: The process of developing and implementing a plan to achieve an organization's goals and objectives.
Organizational Innovation: The process of introducing new ideas or products that improve organizational performance.
Action Research: This type of OD involves the design and implementation of an action research project in order to identify and solve organizational problems.
Appreciative Inquiry: Focuses on identifying and building upon the positive aspects of an organization in order to help it grow and develop.
Business Process Reengineering: This involves analyzing and redesigning business processes to improve organizational efficiency and effectiveness.
Change Management: Focuses on the process of planning and implementing organizational change in a way that minimizes resistance and maximizes acceptance.
Culture Change: Involves changing the underlying values, beliefs, and norms that make up an organization's culture.
Diversity and Inclusion: Involves designing and implementing policies and practices that promote diversity and inclusion within an organization.
Leadership Development: Focuses on developing the skills and abilities of leaders within an organization to help them lead more effectively.
Strategic Planning: Involves identifying the long-term goals and objectives of an organization and developing a plan to achieve them.
Talent Management: Focuses on attracting, developing, and retaining the best employees for an organization.
Team Building: Involves designing and implementing activities and programs to help teams work more effectively together.
"The goal of OD is to modify a group's/organization's performance and/or culture."
"The organizational changes are typically initiated by the group's stakeholders."
"OD emerged from human relations studies in the 1930s."
"Psychologists realized that organizational structures and processes influence worker behavior and motivation."
"Organization Development allows businesses to construct and maintain a brand new preferred state for the whole agency."
"Organizational climate is the mood or unique 'personality' of an organization, which includes attitudes and beliefs that influence members' collective behavior."
"Organizational culture is the deeply-seated norms, values, and behaviors that members share."
"Organizational strategies refer to how an organization identifies problems, plans action, negotiates change, and evaluates progress."
"A key aspect of OD is to review organizational identity."
"OD affects organizational performance through the study and implementation of practices, systems, and techniques that lead to organizational change."
"OD influences organizational culture by focusing on deeply-seated norms, values, and behaviors shared by its members."
"The organizational changes are typically initiated by the group's stakeholders."
"OD emerged from human relations studies in the 1930s."
"Psychologists realized that organizational structures and processes influence worker behavior and motivation."
"Organization Development allows businesses to construct and maintain a brand new preferred state for the whole agency."
"Organizational climate encompasses the mood or unique 'personality' of an organization, including attitudes and beliefs influencing collective behavior."
"Organizational culture comprises deeply-seated norms, values, and behaviors shared among members."
"Key concepts of OD theory include organizational climate, organizational culture, and organizational strategies."
"A key aspect of OD is to review organizational identity."