Study and implementation of practices, systems, and techniques that affect organizational change
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Organization development (OD) is the study and implementation of practices, systems, and techniques that affect organizational change. The goal of which 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, during which 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. Key concepts of OD theory include: organizational climate (the mood or unique "personality" of an organization, which includes attitudes and beliefs that influence members' collective behavior), organizational culture (the deeply-seated norms, values, and behaviors that members share) and organizational strategies (how an organization identifies problems, plans action, negotiates change and evaluates progress).[1] A key aspect of OD is to review organizational identity.[2][3]
^"Organizational Development Theory". Retrieved 2016-01-20.
^Albert, Stuart; Ashforth, Blake E.; Dutton, Jane E. (2000). "Organizational Identity and Identification: Charting New Waters and Building New Bridges". The Academy of Management Review. 25 (1). Jstor: 13–17. doi:10.5465/amr.2000.2791600. JSTOR 259260. Retrieved 3 April 2023.
^Organizational Identity: A Reader. New York: Oxford University Press. 2004. pp. 223–274. ISBN 0-19-926946-7. Retrieved 3 April 2023.
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