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Evolutionary Generations

Introduction to History

The story of evolution of OD is marked by innovations of many behavioral scientists, psychologists, researchers and sociologists. The current field and practice of OD has taken its existing shape from amalgamation of nuances, theories, experiments and best practices from the fields of behavioral science, psychology, sociology and anthropology. While it is rather difficult to clearly describe the chronology of events marking the stages of OD’s evolution, most of the works were done in the 1940 ... Continue reading & Edit »

1st Generation OD

The earliest Organization Development theories are traced back to the works of behavioral scientists and hence the practice of OD is deeply engrossed in the principles and findings of the experiments in Behavioral Science and more so of Applied Behavioral Sciences. The frameworks and theories of Behavioral Science were applied to the organizational context. External experts were being engaged to facilitate enhancing the efficiency and productivity of organizational members through understanding ... Continue reading & Edit »

2nd Generation OD

The challenges of the twenty first century prompted the organizations and Organization Development Consultants to pay close attention to shift focus of the change initiatives from incremental change at a smaller units or selected subsystem of the organization to radical or revolutionary changes at a larger scale, mostly affecting the entire organization or majority of the organizational units. The focus was now on Organizational Transformation. The twenty first century brought with it, much more ... Continue reading & Edit »

3rd Generation OD

The Third generation of OD focused on organizational effectiveness by mining and utilizing the learning gathered through and during the organization’s lifecycle, transition and transformation. Concepts of learning organization, participative decision making and management, collective intelligence, interdependence and interconnectedness of parts within the organization, learning and unlearning at individual level or at a large scale, were being leveraged for enhancing organizational effectivene ... Continue reading & Edit »
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