Key Characteristics Of Organizational Development In The 1960's

779 Words4 Pages
Organization development is a system wide method of organized change directed towards refining overall organization efficiency by way of augmented similarity of such key organizational factors as external environment, mission, tactic, governance, customs, organization, information and incentive practices, and work strategies and techniques. Organization development is about aiding individuals and organizations change successfully. Experts in a variation of positions can apply organizational development in various settings, and in any type of organization. While emerging as a discipline in the 1960’s, Richard Beckhard defined organizational development key characteristics as planned, organization wide and managed from the top. These three key characteristics are important because they boost organizational effectiveness and well being through mediations in the organization’s developments, by applying behavioral science knowledge. However, innovators of organizational development in the 1960s were still mostly pre-occupied with interferences at either an individual or group level, primarily to enable incremental alterations, relatively than the whole system, large-scale intercessions which describe the calculated change labors and ingenuities that are applied today. Organizational development came about due to the initiatives of key workers in the 1960s, through the expansion of T-groups and the knowledge increased from those organizations, from Lewin’s work on revolution
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