Organizational Development (OD) is a professional field of social action and an area of scientific research that focuses on the human and social side of the organization. It is a process of fundamental change in the organization's human and social systems, including organizational culture, values, systems, and behavior. OD helps groups and individuals improve various aspects of organizational life necessary for success. It is important to make efforts to reinforce new changes in organizational processes and management systems to remain competitive in the market.
When it comes to organizational development, there are three main models that are commonly used: Lewin's three-stage model, the action research model, and the appreciative inquiry model. Lewin's three-stage model is based on the belief that behavior can be changed or directed in a favorable direction by a change in the balance of active forces. The action research model comprises seven main steps, each of which forms a cycle of planning, action and knowledge collection. The appreciative inquiry model adopts a positive approach and uses narrative approaches to OD, such as storytelling, to generate theories, ideas, and plans for change.
The 4-D model is most often used to describe the approach to appreciative inquiry. The 4-D model describes organizational change as the result of a cyclical process that begins with discovery, dreaming, design, and delivery (or destination). It is based on the assumption that each individual has certain expectations and objectives that they take into account when communicating or behaving. Having positive expectations related to the Organization can allow the behavior necessary to realize one's beliefs. Another assumption is that, in addition to being solutions to organizational problems, the results of knowledge in action are necessary to prepare for the expected and unintended consequences. Organizational change can occur at three levels: individual level (such as changing roles and job descriptions), group level (such as cultural changes or changes in team behavior), and general level of the Organization (such as changes in the vision and mission of the Organization).
Therefore, it is important for organizations to make efforts to reinforce new changes in organizational processes and management systems. Organizational development is not a gradual procedure for solving a specific problem but rather a process of fundamental change in the organization's human and social systems. The problem is usually identified by an executive or a person with a higher authority in the Organization and is ideally resolved with the help of an organizational development professional. Organizations are in favor of encouraging the vigorous growth of OD in corporate governance by “entering the Organization”. Activities such as data collection for problem identification, joint discussions, establishment of expectations, and resource management should be carried out. Organizational Development (OD) is an essential tool for any organization looking to stay competitive in today's market. It helps groups and individuals improve various aspects of organizational life necessary for success.
There are three main models of Organizational Development: Lewin's three-stage model, the action research model, and the appreciative inquiry model. The 4-D model is most often used to describe the approach to appreciative inquiry. Organizational change can occur at three levels: individual level, group level, and general level of the Organization. Organizations should make efforts to reinforce new changes in organizational processes and management systems.
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