Organization and Management Video
2.2 Organisation and management IGCSE Business Studies Organization and Management.
Organization development Annd is the study and implementation of practices, systems, and techniques that affect organizational change. The organizational changes are typically initiated by the groups stakeholders. OD emerged from human relations studies in the s, during which psychologists realized that organizational structures and processes influence worker behavior and motivation. More recently, work on OD has expanded to focus on aligning organizations with their rapidly changing and complex environments Managdment organizational learningknowledge managementand transformation of organizational norms and values.
Organization development as a visit web page involves an ongoing, systematic process of implementing effective organizational change. OD is both a field of applied science focused on understanding and managing organizational change and a field of scientific Organization and Management and inquiry.
It is interdisciplinary in nature and draws on sociologypsychologyparticularly industrial and organizational psychologyand theories of motivationlearning, and personality. Although behavioral science has provided the basic foundation for the study and practice of OD, new and emerging fields of study have made their presence Organization and Management.
Experts in systems thinkingin organizational learningin the structure of intuition in decision-making, and in coaching to name a few whose Organization and Management is not steeped in just the behavioral sciences, but in a much more multi-disciplinary and inter-disciplinary approach [ citation needed ]have emerged as OD catalysts or tools.
Kurt Lewin — is the founding father of OD, although he died before the concept became mainstream in the mids. Kurt Lewin played a key role in the evolution of organization development as it is known today. As early as World War IILewin experimented with a collaborative change-process involving himself as a consultant and a client group based on a three-step process of planning, taking action, and measuring results.
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This was the forerunner Organization and Management action research, an important element of OD, which will be discussed later. Lewin also initiated a learning method known as laboratory training, or T-groups. After Lewin's death inhis close associates helped to develop survey-research methods at the University of Michigan. These procedures became important parts of OD as developments in this field continued at the National Training Laboratories and in growing numbers Organization and Management universities and private consulting-firms across the country [ which? Douglas and Richard More info, while "consulting together at General Mills in the s [ The failure of off-site laboratory training to live up to its early promise was Ortanization of the important forces stimulating the development of OD.
Laboratory training is learning from a person's "here and now" experience as a member of an ongoing training group.
Such groups usually meet without a specific agenda. Their purpose is for the members to learn about themselves from their spontaneous "here and now" responses to an ambiguous situation. Problems of leadershipstructure, status, communicationand self-serving behavior typically arise in such a group.
The members have an opportunity to learn something about themselves and to practice such skills as listening, observing others, and functioning as effective group members. Shepard conducted the first large-scale experiments in Organization Development in the late fifties.
As formerly practiced and occasionally still practiced for special purposesOrganization and Management training was conducted in "stranger groups" - groups composed of individuals from different organizations, situations, and backgrounds. A major difficulty developed, however, in transferring knowledge gained from these "stranger labs" to the actual Organizztion "back home". This required a transfer between two different cultures, the relatively safe and protected environment of the T-group or training groupand the give-and-take of the organizational environment with its traditional values.
This led the early pioneers in this type of learning to begin to apply it to "family groups" — that is, groups located within an organization. From this shift in the locale of the training site and the Ortanization that culture was an important factor in influencing group members along with some other [ which?
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Underlying Organization Development are humanistic values. Margulies and Raia articulated the humanistic values of OD as follows:. As objectives of organizational development are framed [ by whom? In other words, these programs [ which?]
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