Given
what you have learned over the past two courses, what do you see as the future
of the OD discipline?
Throughout the
ERAU course: MSLD 630 and 631, I was able studied and learn about how
organizations are effected by global markets and cultural changes. Some of the
takeaway from the Brown text, were the five stages of organization development:
Stage 1 – Anticipate the need for change, Stage 2 – Develop the
practitioner-client relationship, Stage 3 – The diagnostic approach, Stage 4 –
Action plans, strategies and techniques, and Stage 5 – Self-renewal, monitor,
and stabilize. Organizations
are constantly changing and leaders are faced with the demand to continue
organizational growth. Organization Development (OD) is a growing, developing,
and changing field of study (Brown, 2011).
It has been over 45 years since the term Organization Development (OD) was first used was first used in print to refer to that distinctive profession and consulting practice which aims to help organizations become more effective by means of systematic interventions focusing on organizational culture, processes and structure (Joseph , 2014). According to Brown (2011), OD is a means for changing organization systems and revitalizing them in line with the needs of the individuals within the system and environmental constraints. This is a field that in my opinion wills continue to grow and adapt to global demands. Brown (2011), suggest the field of OD is currently and will likely always be in transition if it is to remain relevant.
As leaders we are constantly changing, adapting and being more innovative than ever before. OD is an ongoing systematic approach in implementing effective organizational change and continues to grow. I agree with Brown (2011) when he said the organization of the future would be different from today’s organization.
We need to be ready for change, because change
is a continuing process. Every organization exists in a continuous state of
adapting to change (Brown, 2011). According to Brown (2011), organization
development is an ongoing process because an organization cannot remain static
and be effective. This is the mentally we leaders need to have; not getting
complacent is a good way to always stay on the move toward a future of
change. I have learned many great techniques and skill from these courses and
look forward to implementing then in my professional and personal life.
Reference:
Brown, Donald R
(2011-01-11). Experiential Approach to Organization Development (8th Edition)
(Page 426). Pearson HE, Inc.. Kindle Edition.
Joseph, B. (2014). Posts. Retrieved December 7, 2015, from
https://www.saybrook.edu/rethinkingcomplexity/posts/11-16-13/new-era-practice-organization-development
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