Organizational Development

Organizational Development

According to Jex and Britt (2008), "Organizational development is a process by which organizations use the theories and technology of the behavioral sciences to facilitate changes that enhance their effectiveness" (p. 473). Organizational development is necessary in today's challenging business world. With global competition organizations must implement changes to its infrastructure to meet with customers demand so it can survive. This paper will discuss on the process of organization development and identify the theories associated with organizational development. Furthermore, this paper will describe the conditions necessary for successful organizational change and development.

Explain the Process of Organizational Development

According to Jex and Britt (2008), the process for organizational development is a complicated systematic approach done through assessments, interventions, implementation, and gathering data. By implementing an organizational development program businesses can improve employees' behaviors, organization efficacy, and performance. Organizational development is a process organizations use to examine theories and technologies that can be used to help improve employees and organization behaviors so it can thrive and be successful (p. 473).

Management must keep in mind that implementation of change may take time for results to show. When plans, policies, and procedures are adjusted it will take time for all level of employees to get use to the adjustment while in the changing mode so change can be made. In addition, every business has its own mission and strategy to make it run. Management and the organizational psychologist must work together to find the best methods of change to implement so change can be made accordingly (Jex & Britt, 2008, p. 480).

Identify the Theories Associated with Organizational Development

There are many theories associated with organizational development. Kurt Lewin is considered to be the number one contributor to the wider field of psychology. Lewin contributed the Three-Step and the Action Research Model, which continues to serve as an important theoretical guide to organizational psychologist. Lewin's Three-Step Models has three phases. This phase includes the unfreezing, transformation, and refreezing. The processes in Action Research Model are done through problem identification, development of hypothesis, hypothesis testing, and data interpretation. The process in these two models share similar steps. Lewin's models help an organization to identify problems, break away from old habits or ways of doing things, implement change, and helps employees to get back on track (Jex & Britt, 2008, p. 478-479).

Burke's Theory of Organizational Change is another

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