The members have an opportunity to learn something about themselves and to practice such skills as listening, observing others, and functioning as effective group members.
He also founded the first doctoral program in organizational behavior at Case Western State University, and his colleague, Robert Blake, was also influential in making the term "organizational development" a more widely recognized field of psychological research.
A change agent in the sense used here is not a technical expert skilled in such functional areas as accounting, production, or finance.
The change agent is a behavioral scientist who knows how to get people in an organization involved in solving their own problems.
As early as World War II (1939-1945), Lewin experimented with a collaborative change-process (involving himself as consultant and a client group) based on a three-step process of planning, taking action, and measuring results.
Organisational Change Essay Descriptive Essay Favorite Childhood Place
This was the forerunner of action research, an important element of OD, which will be discussed later.These procedures became important parts of OD as developments in this field continued at the National Training Laboratories and in growing numbers of universities and private consulting-firms across the country degrees in OD include Benedictine University and the Fielding Graduate University.Douglas and Richard Beckhard, while "consulting together at General Mills in the 1950s [...] coined the term organization development (OD) to describe an innovative bottom-up change effort that fit no traditional consulting categories" (Weisbord, 1987, p. The failure of off-site laboratory training to live up to its early promise was one of the important forces stimulating the development of OD.RCGD colleagues were among those who founded the National Training Laboratories (NTL), from which the T-groups and group-based OD emerged.Kurt Lewin played a key role in the evolution of organization development as it is known today.More recently, work on OD has expanded to focus on aligning organizations with their rapidly changing and complex environments through organizational learning, knowledge management and transformation of organizational norms and values.Key concepts of OD theory include: organizational climate (the mood or unique “personality” of an organization, which includes attitudes and beliefs that influence members’ collective behavior), organizational culture (the deeply-seated norms, values and behaviors that members share) and organizational strategies (how an organization identifies problems, plans action, negotiates change and evaluates progress).The change agent may be a staff or line member of the organization who is schooled in OD theory and technique.In such a case, the "contractual relationship" is an in-house agreement that should probably be explicit with respect to all of the conditions involved except the fee.Researchers at the University of Oxford found that leaders can be effective change-agents within their own organizations if they are strongly committed to "knowledge leadership" targeted towards organizational development.In their three-year study of UK healthcare organizations, the researchers identified three different mechanisms through which knowledge leaders actively "transposed", "appropriated" or "contended" change concepts, effectively translating and embedding these in organizational practice.