Organization development (OD) and change management (CM): whole system transformation

Abstract

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Employee Development and Organizational Performance: The Role of Strategic Organization Development Interventions

“…There are many important forces which cause the whole system change. Sullivan et al, (2013) studied whole system transformation and stated that nanotechnology, globalization and healthcare are now the main forces of change and organizations are interested in a speedy change process to make them more proactive and flexible. They further stated that 70% of change processes fail.…”

A Novel Approach to Capacity Building in a Peacebuilding NGO

“…Systems theory underscores the importance of leadership in culture change. Sullivan, Rothwell, and Balasi (2013) posit that an internal change agent (ICA) is critical once the external consultants leave. Unfortunately, in this instance, the competing demands on the leaders were too strong for them to fully adopt this role.…”

“…As IMC scaled up from its small ad hoc staff to a peak of 25 employees, new management skills, systems, and communication and coordination norms would be essential (Fox, 2013; Kudonoo, 2013; Schein, 2015). Finally, we maintained an integrated approach across key OD supports based on an understanding, essential to systems thinking, that leadership, culture, skills, and practices form an interdependent, mutually supporting scaffold for organisational effectiveness and that this scaffold would have to be flexible and grow with the organisation over time (Schein, 2015; Sullivan, Rothwell, & Balasi, 2013).…”

Developing organizations: a system of enquiry, action and learning

“…Organizational development (OD) is a planned change initiative to enhance the personal development of individuals and improve the effectiveness of organizations. Attempts to provide coordinated improvement for individuals and organizations often involves obtaining the services of an external consultant (Sullivan et al, 2013). The consultant applies principles of OD to allow participants to understand the situation and facilitate learning, in order to bring about some form of positive change (French and Bell, 1999).…”