American InterContinental University Organizational Development Theories Essay
Organizational Development TheoriesThe cardinal rule in the OD profession is this: Opinions don’t matter. This is because opinions can often be subjective, biased, or based on erroneous information. Theories and scholarly, peer-reviewed literature are much more objective and reliable; therefore, they should be incorporated into every OD assessment, diagnosis, intervention, and overall change strategy. In this week’s Discussion, you will have the opportunity to apply theories in your analysis of a real-world organization.To prepare:Select two of the theories presented this week and apply each to a contemporary organization. The organization that you choose should not be your current or former employer.OD TheoriesAction ResearchCampbell’s theory of performanceComplexity TheoryFamily systems theory (needed for the Week 6 application)GroupthinkIndividual differencesKotter’s 8 Step Process of ChangeLewin’s change theoryMcKinsey 7-S ModelOrganizational development theorySocial identity theorySocial learning theoryStage Theory of ChangeSystems theoryTheory of planned behaviorTheory of reasoned actionTheory X, Theory YBy Day 3Identify the two OD theories you selected.Explain how the two theories you selected reflect an issue the organization is currently facing.Explain how you could use these two theories to help the organization better understand and resolve the issue.Describe some methods and processes that you would use to explain these two theories, and their relevance, to your client.Required ReadingsAsumeng, M. A., & Osae-Larbi, J. A. (2015). Organization Development Models: A critical review and implications for creating learning organizations. European Journal of Training and Development Studies, 2(3), 29–43. Retrieved from http://www.eajournals.org/wp-content/uploads/Organ...Austin, J. R., & Bartunek, J. M. Organizational Change and Development: In Practice and in Theory. In I. B. Weiner, W. C. Borman, D. R. Ilgen, & S. Highhouse. (2013). Handbook of psychology: Volume 12 industrial and organizational psychology. Hoboken, NJ: Wiley.Jex, S. M., & Britt, T. W. (2014). Organizational psychology: A scientist-practitioner approach (3rd ed.). Hoboken, NJ: Wiley.
Chapter 13, “Organizational Theory and Design” (pp. 453–486)Lynham, S. A., Chermack, T. J., & Noggle, M. A. (2004). Selecting organization development theory from an HRD perspective. Human Resource Development Review, 3(2), 151–172. https://doi.org/10.1177/1534484304265484Rothwell, W. J. (2015). Organization development fundamentals: Managing strategic change. Alexandria, VA: ATD Press.
Chapter 2, “Organization Development and Change Models”Chapter 3, “The Organization Development Process”Chapter 7, “Special Issues in Organization Development”Swann, A. (2018). The Human Workplace. London, England: Kogan Page.
Chapter 1, “Getting to Grips With the Basics” (pp. 12–41)Chapter 2, “Building Your Structure” (pp. 42–71)