The Transformation of Organizational Development

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According to Gallos (2006), the founders of organizational development had understood the pitfalls of organizational life and knew that it needed to be changed. Their efforts had given rise to the organizational and applied behavioral sciences. Organizational Development is a ever growing field that is responsive to changes. There were many changes and improvements that were made over time, one of those changes was the creation of a organization development (OD) plan, this is a necessary tool to use in an organization. It is a way of using the organization's resources to help find and solve problems, expand the company, and become a more efficient entity.
According to Beckhard (2006), in order for OD to change it must involve a great deal of effort and this effort requires five things. The first thing that he says we need is a planned change effort. This will help diagnose any problems. It will also help develop a plan and then finally it will help implement the resources that are needed to change the old behavior. When I had interviewed Fred Nowartarski who is an HR Generalist at Agora Cyber Charter School he said that “having a solid OD plan will help ensure that the key employees occupy the key positions. Having this will allow the organization to maximize its talent thereby positively effecting the bottom line.”
According to Beckhard (2006), the second thing needed for OD to change is knowing the importance of involving the whole system. This requires a total change of an organization, such as a reward system or a strategy that management may be using. The third item needed for this OD effort is we need to manage from the top, the top managers have a personal vested interest in an OD program. They must actively...

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