Week 8 Final
DatDude
Chapter21Powerpoint.pptxOrganization Development & Change 11 edition Thomas G. Cummings • Christopher G. Worley
CHAPTER
21
Future Directions in Organization Development
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Learning Objectives
Explore OD’s current state and several trends in its larger context.
Explore several implications for how OD will be practiced in the future
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Current State of Organization Development (1)
OD continues use of long-standing interventions widely accepted as best practice
Team Building
Process consultation
Survey feedback
Work design
Leadership development
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Current State of Organization Development (2)
OD practice continues to be based on development of organizations that value human potential, trust, and collaboration
OD is experiencing rapid, expansive growth in interventions that help organizations facing complex and rapidly changing environments; e.g. change management
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Current State of Organization Development (3)
OD knowledge and practice base are constantly refreshed with active research
Researchers at universities and applied research center’s test the efficacy of different OD interventions
Action research activities
Evidence-based management practices
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Economic Trends in the Context of OD
Globalization
Concern for social and ecological consequences
Increased concentration of income and wealth
Climate change and global warming threats
Geopolitical instability and geostrategic risks
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Technological Trends in the Context of OD
Consequences of technology
Cyberattacks on business and political systems
Diminished human capabilities
Assumed positive relationship with productivity
Changes in work skills and design
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Organizational Trends in the Context of OD
Organizations face motivational choices
Individualism, capitalistic
Collective, community
Sustainability vs profitability
Organizations face structural choices
Small, Networked and Agile
Large, Centralized and controlling
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Implications for OD’s Future
“Stick to its Knitting”
Continue supporting the fundamental human and social process issues within the organization
Make pertinent changes in practices and objectives to align with emerging trends
Focus on helping organizations gain the capability to change and develop themselves
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OD and Change Management
OD change management interventions are developmental
Building organizational capabilities to be self-regulating, problem solving, and adaptable to its environment
Supporting organization learning to helping organizations and members change and improve themselves.
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Toward More Integrated OD Practices
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Toward Responsible Progress
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Toward More Inclusive Values
OD’s values will become more inclusive and include economic, social and ecological objectives.
Broader sets of criteria for defining OD and assessing organization effectiveness
More comprehensive guidelines for OD interventions
Multiple viewpoints, values and beliefs are heard and nurtured over time
OD would create new interventions based on more inclusive values
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©2019 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
