Organizational Development

While donig some research I came across a the term “Organizational Development”, which immediately intrigued me. Organizing is second nature to me, it is embedded in my thoughts and actions and is acted upon unconsciously. The field itself is multi-disciplinary, viewing the organization holistically instead of in segments. An organization is more than a business plan, there are free-thinking humans involved – as employees and as customers – and the organization has to be ready for change, from new technology to company culture.

What stood out was how employees were viewed in the workplace (below) – which is a growing concern among potential employees. Those with talent will go to the organizations that offers perks, opportunities and fulfillment. A coveted award is “The Best Place to Work” and that list of companies is usually very successful. Employee attitude drives the work culture so their treatment should be well thought out.

Maybe this field is the way to go…

Margulies and Raia (1972) articulated the humanistic values of Organizational Development as follows:

  1. Providing opportunities for people to function as human beings rather than as resources in the productive process.
  2. Providing opportunities for each organization member, as well as for the organization itself, to develop to his full potential.
  3. Seeking to increase the effectiveness of the organization in terms of all of its goals.
  4. Attempting to create an environment in which it is possible to find exciting and challenging work.
  5. Providing opportunities for people in organizations to influence the way in which they relate to work, the organization, and the environment.
  6. Treating each human being as a person with a complex set of needs, all of which are important in his work and in his life.


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