Organizational Development

Organizational Development Paper

The organizational process can have different affects on organizations, depending on the type of organization and what needs to be changed. This usually begins when the organization itself realizes that there is a problem and that the problem is impacting the way the organization is run, or the mission of that organization. This process of an assessment can be done by outside experts or by a member of the organization. This process will end when a logical expansion answer can be attained. The outcome of the developmental organizational course of action is it will likely create a difference within the organization. This may possibly offend the daily schedule of staff members, but in the long run helps create more productivity within the organization. Staff members will not like the process most of the time because it looks at the behaviors of co-workers and how they work together as a team. Theories of Organizational Development There are a number of theories that are linked through organizational development. Lewin’s theory consisted of three steps on the development or organization that he considered to be very valuable. His theory suggested that organizational change within an organization has three steps known as unfreezing, transformation, and refreezing (Britt&Jex, 2008). Unfreezing was his primary theory when the group recognized that a transition was needed within the organization. The second step which is the transformation step is when the changes start occurring and developing a new way. The third step which is the final step is when the changes that have occurred are implemented into the daily routine of staff members. Lewin had another theory called “the action-research model”. This theory recommend that an organization may go throughout changes by identifying the problem, developing a theory, as well as examining, and studying information (Britt&Jex, 2008). This