Before moving on to the question proper, let me first tackle on the basic terms and concepts for this paper.
First off, you have planned and unplanned change in an organization. Unplanned change usually occurs because of a major, sudden surprise to an organization, which causes its members to respond in a highly reactive and disorganized fashion. So let's say the CEO or Chief Executive Officer suddenly leaves the organization, chaos will rise up. Significant public relations problems occur, poor product performance quickly results in loss of customers, or other disruptive situations arise. Planned change, on the other hand, occurs when leaders in the organization recognize the need for a major change and proactively organize a plan to accomplish the change. Planned change occurs with successful implementation of what you call a Strategic Plan, plan for reorganization, or other implementation of a change of this magnitude. Take note though that planned change, even though based on a proactive and well-done plan, often does not occur in a highly organized fashion. Instead, planned change tends to occur in more of a chaotic and disruptive fashion than expected by participants such as employees.
Organizational Behavior (OB) is the study and application of knowledge about how people, individuals, and groups act in organizations. It does this by what you call a system approach. This is, it interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. So, based on the definition above, organizational behavior encompasses a wide range of topics, such as human behavior, leadership, teams, and more but what I will be more focusing on in this paper is change.
Side by side with that is Organizational Development or OD. This is the systematic application of behavioral science knowledge at various levels, such as group, inter-group, organization, etc., to bring about planned change. Its objectives are a higher quality of work-life, productivity, adaptability, and effectiveness. It accomplishes this by changing attitudes, behaviors, values, strategies, procedures, and structures so that the organization can adapt to competitive actions, technological advances, and the fast pace of change within the environment.
To look at it in a more simple perspective, organizational behavior is more on the study and organizational development is more on the application side.
Now, with this, we move on to the main topic of change.
Change is normal, if there wasn't any sort of change, not only with relation to organizations and the business environment, then life would be abnormal.
J. M. George and G. R. Jones, “Organizational Behavior,” 3rd ed. (Upper Saddle River, NJ: Prentice Hall, 2001)
Jennifer M. George & Gareth R. Jones (2005). Understanding and Managing Organizational Behavior. Upper Saddle River, NJ: Prentice Hall
Organizational Behavior, as defined in our text, is the study of human behavior in organizations (Schermerhorn, Hunt & Osborn, 2005, p. 17). How organizations behave within their ranks is in my opinion what truly can make them successful. The concepts of culture, diversity, communication, etc; need to be addressed so that employees can work well together and business can run smoothly.
Organization development is a (1) planned, (2) organization-wide and (3) managed from the top effort, (4) to improve organization effectiveness through (5) planned interventions in organizations’ processes using behavioral sciences (Beckhard, 1969).
Let’s bring it back on how organizational behavior originated. Organizational behaviors view the interaction of people within a setting. This can help organizations maximize the output of work from the employees. The organizational behavior focuses on several factors such as, performance, satisfaction and leadership. It also affects compensation, which can affect how much an employee receives as a whole, such as hourly pay,
Organization development (OD) is (1) a planned process of change (2) using behavioral science (3) in an organization-wide process (4) utilizing a systematic approach (5) to problem-solving with a the goal of improving the effectiveness of the organization. (Borkowski, 2005).
Robbins, S. P., & Judge, T. A. (2009). Organization behavior. (13th ed.). Upper Saddle River, NJ: Prentice Hall.
McShane, S.L. and Von Glinow, M. A. (2009). Organizational Behavior: Emerging knowledge and practice for the real world. McGraw-Hill.
Groups of people which more than 2 peoples who work interdependently toward some purpose defined as organizations. Then, organizational behaviour defined the study of what people think, feel and do in and around organizations. Organizational Behavior is field of study that investigates the impact that individuals, groups and structure have on behavior within organization. It is the knowledge about how people act within organizations. It applies broadly to the behavior of people in all types of organizations, such as schools, business, government, and services organizations. Organizational behaviour is for everyone in every level, and employees are expected to manage themselves and work effectively with others in workplace.
Stephen Robbins and A.J.B UBRIN think organisational behavior (OB) includes three interrelated influence and contact area of research: the behavior of the individual level, the group level and the organisational level behavior.
When I think of Organization Development, as a company, it’s a new way of structure and organizing that is happening within a company. I
People who want to have a successful organization in business world; first they should be able to define OB which helps the organizations to be more effectively. “Organizational behavior is a study and an application of knowledge about how people, individuals and groups act in organizations” (Clark, 2000). Frankly, OB can help to indentify people behavior and to have a work relationship among the worker. Moreover, it can affect an organization to enhance its profitability and innovation by showing organization resources which can depends on customers. As well, it helps to achieve a job satisfaction by understanding the importance elements of motivation, communication and leadership.
After About four weeks of taking Organizational behaviour, we have covered a broad spectrum of subject from motivation to personality and behaviour theories has well has the process of individual learning, and how they are met in everyday business life. This essay simply summarise my understanding of the course with my personal experiences has a way in which I relate a few of the theories and topics learned in the span of these few weeks.
Osland, J. S., Kolb, D. A., Rubin, I. M., & Turner, M. E. (Eds.). (2007). The organizational behavior: An experiential approach (8th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
George, J.M. & Jones, G. R.(2005). Understanding and managing organizational behavior (4th ed.). Boston, MA: Pearson Custom Publishing.