OD: Definitions and

Values
19 August 2007

Part 1: OD Definitions

Defining OD
Organization Development is an effort (1)
planned, (2) organization-wide, (3) managed
from the top, to (4) increase organization
effectiveness and health through planned
interventions in the organization’s “process”
using behavioral-science knowledge.

[Beckhard, 1969]

Defining OD
Organization development (OD) is a
response to change, a complex education
strategy intended to change the beliefs,
attitudes, values and structures of
organizations so they can better adapt to
new technologies, markets, and challenges
and the dizzying rate of change itself
[Bennis, 1969]

Sunday, August 19, 2007

 Defining OD

OD can be defined as a planned and

sustained effort to apply behavioral science
for system improvement, using reflexive, self-
analytic methods.
[Schmuck and Miles, 1971]

Defining OD
[The aims of OD are]...(1) enhancing
congruence between organizational
structure, process, strategy, people, and
culture; (2) developing new and creative
organizational solutions; and (3) developing
the organization’s self-renewing capacity.
[Beer, 1980]

Defining OD

Organization development is an
organizational process for understanding and
improving any and all substantive processes
an organization may develop for performing
any task and pursuing any objects
[Vaill, 1989]

Defining OD
[OD is]...a systematic application of
behavioral science knowledge to the planned
development and reinforcement of
organizational strategies, structures, and
processes for improving an organization’s
effectiveness.
[Cummings and Worley, 1993]

Sunday, August 19, 2007

 Defining OD

Organization development is a planned

process of change in an organization’s
culture through the utilization of behavior
science technologies, research, and theory.
[Burke, 1994]

Defining OD

Is the process for teaching people how to

solve problems, take advantage of
opportunities, and to learn how to do that
better over time.
[French and Bell, 1999]

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Question(s)

1. Based on the eight definitions presented,

which one do you think applies to the best
for organizations in Afghanistan?
2. Why do you think that definition applies
best to organizations in Afghanistan?

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Part 11: OD Values

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Sunday, August 19, 2007

 Defining beliefs

A belief is a proposition about how the

world works that the individual accepts
as true; it is a cognitive fact for the
person.

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Defining values

A value is also a belief, and is defined

as: “beliefs about what is desirable and
‘good’ (e.g. free speech) and what is an
undesirable or a ‘bad’ (e.g. dishonesty).

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Defining assumptions

Assumptions are beliefs that are

regarded as so valuable and obviously
correct that they are taken for granted
and rarely examined or questioned.

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OD Values

May be thought of as humanistic,

optimistic, and democratic.

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Sunday, August 19, 2007

 OD Values
Humanistic values proclaim the
importance of the individual: respect
the whole person, treat people with
respect and dignity, assume that
everyone has intrinsic worth, view all
people as having the potential for
growth and development.

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OD Values

Optimistic values posit that people are

basically good, that progress is possible,
and desirable in human affairs, and that
rationality, reason, and good will are the
tools for making progress.

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OD Values
Democratic values assert the sanctity
of the individual, the right of people to
be free from arbitrary misuse of power,
the importance of fair and equitable
treatment for all, and the need for
justice through the rule of law and due
process.

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Question(s)
1. OD has at its core three values, humanism,
optimism, and democracy. Based on
Saturday’s lecture on national culture, do you
think these values apply in Afghanistan? Why
or why not?
2. Develop a list of three values that you think
may improve the application of OD in
organization based in Afghanistan.

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Sunday, August 19, 2007