			Home About us Contact

Organization Development (organization + development)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	80%

Selected Abstracts

Reinventing Organization Development: New Approaches to Change in Organizations

PERSONNEL PSYCHOLOGY, Issue 4 2006
Article first published online: 10 NOV 200
No abstract is available for this article. [source]

Developing an OD-intervention metric system with the use of applied theory-building methodology: A work/life-intervention example

HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 4 2009
Michael Lane Morris
This article presents a new model, generated through applied theory-building research methods, that helps human resource development (HRD) practitioners evaluate the return on investment (ROI) of organization development (OD) interventions. This model, called organization development human-capital accounting system (ODHCAS), identifies return-on-investment measures for each of the elements of the human-capital employment life cycle that are impacted by OD interventions. We illustrate an application of the new model by using work/life (w/l) interventions as a test of the model. The contribution of this new model is fourfold: 1.It fills a gap in the literature by suggesting a holistic ROI framework for typically nonfinancial OD-type interventions. 2.It is generated from an accepted applied theory-building methodology. 3.It offers decision makers methods to develop "hard" evidence on which to evaluate w/l interventions. 4.It has the future potential to be expanded and used to evaluate the ROI for multiple types of OD interventions. [source]

The making of twenty-first-century HR: An analysis of the convergence of HRM, HRD, and OD

HUMAN RESOURCE MANAGEMENT, Issue 1 2004
Wendy E. A. Ruona
Twenty-first-century HR is emerging to uniquely combine activities and processes of human resource management (HRM), human resource development (HRD), and organization development (OD),three fields that "grew up" distinct from each other. Contributing strategically to organizations demands that HRM, HRD, and OD coordinate, partner, and think innovatively about how they relate and how what they do impacts people and organizations. An analysis of the evolutions of these fields helps to explain why the distinctions between them continue to blur and how the similarities among them provide the necessary synergy for HR to be a truly valued organizational partner. © 2004 Wiley Periodicals, Inc. [source]

Theory development and convergence of human resource fields: Implications for human performance technology

PERFORMANCE IMPROVEMENT QUARTERLY, Issue 3 2010
Yonjoo Cho PhD
This study examines major theory developments in human resource (HR) fields and discusses implications for human performance technology (HPT). Differentiated HR fields are converging to improve organizational performance through knowledge-based innovations. Ruona and Gibson (2004) made a similar observation and analyzed the historical evolution and convergence of three HR-related fields: human resource management (HRM), human resource development (HRD), and organization development (OD). A field left out in their analysis is HPT. Many learning professionals recognize HPT as a more comprehensive approach to improving organizational performance issues (Molenda & Pershing, 2008; Pershing, 2006). However, little research has been done to advance the theory development of HPT and discuss its relationships within HR fields. This study adds a new perspective to that of Ruona and Gibson's historical analysis of HR fields by examining convergence issues from a theory development perspective. [source]

Organizational Discourse and New Organization Development Practices

BRITISH JOURNAL OF MANAGEMENT, Issue 2008
Robert J. Marshak
A new ensemble of organization development (OD) practices have emerged that are based more on constructionist, post modern and new sciences premises than the assumptions of the early founders. These include practices associated with appreciative inquiry, large group interventions, changing mindsets and consciousness, addressing diversity and multicultural realities, and advancing new and different models of change. We propose that the emerging field of organizational discourse offers sympathetic concepts and research that could add additional insights and theoretical rigour to the New OD. In particular, studies of organizational discourse based upon social constructionist and critical perspectives offer compelling ideas and practices associated with the establishment of change concepts, the role of power and context in relation to organizational change, and specific discursive interventions designed to foster organizational change. [source]