Running head: ANNOTATED BIBLIOGRAPHY 1 ANNOTATED BIBLIOGRAPHY 6 Organizational Development Author’s Name Course Title Professors’ Name Date Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning. This book is based on organization development which is a process that is broadly applied in behavioral science practices and knowledge that helps organizations in building their capacity to achieve greater and change effectiveness. This includes employee satisfaction, environmental sustainability and increased financial performances. It also examines assumptions, models, and background of organization development, strategies and other aspects of organization development (OD). I choose this book as it has elaborated the concept of OD to detail as well as its historical evolution in the past 60 years. Fox, H. L. (2013). The promise of organizational development in nonprofit human services Organizations. Organization Development Journal, 31(2), 72. The author advocates for mentally ill, sick children, domestic violence victims, and child abuse and neglect victims. Nonprofit human services organizations which function under an ideology that aims at change for the community, individual, nation, region or world through their missions of advocacy and service. Nonprofit agencies sometimes are caught up in competitive environments as they function with not enough or decreasing resources as well as increasing demand for services. The author feels that organizational development efforts will upgrade internal systems management, build organizations capacity and also develop personnel. This article can be useful because it explores some issues applicable to providing organizational development in these nonprofit agencies which serve as a primer to those thinking of issuing organizational development services. Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational culture and organizational effectiveness: a meta-analytic investigation of the competing values framework's theoretical suppositions. Journal of Applied Psychology, 96(4), 677. The belief behind much of this research is that organizational culture is a significant social trait that influences individual, group as well as organizational behavior .it is believed to be shared among organizational levels thus influencing the behaviors and attitudes of employees. Moreover, it a set of assumptions that an organizational or group holds which determines how it thinks, perceives or reacts to different environments.I would use this article since it has explained how organizational development is determined by beliefs, norms or values of an organization. Lewis, R. (n.d). Strategy and Organizational Development. Ralph Lewis refers to organizational development as a term that originated from the current thinking in management. This is because organizational development was seen as synonymous which had certain orientation o ...

1. Running head: ANNOTATED BIBLIOGRAPHY 1
ANNOTATED BIBLIOGRAPHY 6
Organizational Development
Author’s Name
Course Title
Professors’ Name
Date
Cummings, T. G., & Worley, C. G. (2014). Organization
development and change. Cengage
learning.
This book is based on organization development which is a
process that is broadly applied in behavioral science practices
and knowledge that helps organizations in building their
capacity to achieve greater and change effectiveness. This
includes employee satisfaction, environmental sustainability
and increased financial performances. It also examines

2. assumptions, models, and background of organization
development, strategies and other aspects of organization
development (OD). I choose this book as it has elaborated the
concept of OD to detail as well as its historical evolution in the
past 60 years.
Fox, H. L. (2013). The promise of organizational development
in nonprofit human services
Organizations. Organization Development Journal, 31(2), 72.
The author advocates for mentally ill, sick children, domestic
violence victims, and child abuse and neglect victims. Nonprofit
human services organizations which function under an ideology
that aims at change for the community, individual, nation,
region or world through their missions of advocacy and service.
Nonprofit agencies sometimes are caught up in competitive
environments as they function with not enough or decreasing
resources as well as increasing demand for services. The author
feels that organizational development efforts will upgrade
internal systems management, build organizations capacity and
also develop personnel. This article can be useful because it
explores some issues applicable to providing organizational
development in these nonprofit agencies which serve as a
primer to those thinking of issuing organizational development
services.
Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational
culture and organizational
effectiveness: a meta-analytic investigation of the competing
values framework's theoretical suppositions. Journal of Applied
Psychology, 96(4), 677.
The belief behind much of this research is that organizational
culture is a significant social trait that influences individual,
group as well as organizational behavior .it is believed to be
shared among organizational levels thus influencing the
behaviors and attitudes of employees. Moreover, it a set of
assumptions that an organizational or group holds which

3. determines how it thinks, perceives or reacts to different
environments.I would use this article since it has explained how
organizational development is determined by beliefs, norms or
values of an organization.
Lewis, R. (n.d). Strategy and Organizational Development.
Ralph Lewis refers to organizational development as a term
that originated from the current thinking in management. This is
because organizational development was seen as synonymous
which had certain orientation on feelings and people that left
room for discussion on "hard" business concerns. Some OD
practitioners concentrated much on concerns of a particular
individual and assumed that it would make changes in the
organization. Moreover, an integrated approach to
organizational development should involve senior managers
who saw that they were being asked to adopt organizational
development and give away their power to OD practitioners who
were not corresponding to their perceived ways of looking at
the world. I would use this article since it tries to link strategy
and organizational development whereby there are some
concepts in managerial thinking forming a bridge between
strategy and OD.
Moore, M. L., & Ingram, J. (2013). Appreciative leadership and
opportunity-centric
Approaches to organization success. Organization Development
Journal, 31(2), 48.
In some way, all humans have a need to achieve a sense of
importance and useful in their lives. People long for approval,
respect and also influencing others. When leaders appreciate
others they empower them because have faith in them as well as
their untapped ability or potential. This strengths an
individual’s belief in his/her ability hence focusing on the
organization's effectiveness and efficiency. This article is useful
as it is based on leader’s appreciating, seeking to illuminate

4. their employee’s strengths and abilities as well as developing
them to the benefit the organization.
Way, A. D., & Marques, J. (2013). Management of gender roles:
Marketing the
androgynous leadership style in the classroom and the general
workplace. Organization Development Journal, 31(2), 82-94.
This article reviews perceptions on female and male leaders
in corporate and educational environments with an aim to
improve or enhance awareness of these perceptions as well as
balancing them. The androgynous leader is presented in the
literature review and verified as an important leadership trend.
This trend is further solidified on areas that the participants
thought or felt female and men leaders should enhance or
improve. As per the data collected, it confirmed that the two
genders should adopt characteristics from each other. I need to
use this article since it covers on gender representation in
organizational development.
Rothwell, W. J., & Sullivan, R. L. (Eds.). (2005). Practicing
organization development: A
guide for consultants (Vol. 27). John Wiley & Sons.
The rate of change of human knowledge is doubling every ten
years according to experts. There have been changes in
organizations everyday as some organizations evolve as others
are dissolving. Some undergo takeovers, mergers or buyouts as
well as bankruptcy. Moreover for organizations to be able to
deal with stiff competition organization face, the top
management should take innovative actions by encouraging
change efforts. They will achieve this by practicing
organizational development. This book is useful in that focuses
on planned, educationally and systematically oriented change on
an organization.
Wirtenberg, J., Lipsky, D., Abrams, L., Conway, M., & Slepian,

5. J. (2007). The future of
organization development: Enabling sustainable business
performance through people. Organization Development
Journal, 25(2), P11.
The team of the global committee researched on future of
organization development which is compared to a case study on
Sony electronics to show how efficient organization
development practices add value, can be applied or exercised
and enhances a world-class firm or company. The survey
conducted shows that leaders from various industries see that by
increasing organizational development opportunities will be
extremely important for society and future of the business. I can
use this article because it emphasizes on leaders exploring
organizational development which offers great strengths to their
businesses.
References
Cummings, T. G., & Worley, C. G. (2014). Organization
development and change. Cengage
learning.
Fox, H. L. (2013). The promise of organizational development
in nonprofit human services
organizations. Organization Development Journal, 31(2), 72.
Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational
culture and organizational
effectiveness: a meta-analytic investigation of the competing
values framework's theoretical suppositions. Journal of Applied
Psychology, 96(4), 677
Lewis, R. Strategy,(n.d)and Organizational Development.
Moore, M. L., & Ingram, J. (2013). Appreciative leadership and
opportunity-centric approaches
to organization success. Organization Development Journal,

6. 31(2), 48.
Rothwell, W. J., & Sullivan, R. L. (Eds.). (2005). Practicing
organization development: A guide
for consultants (Vol. 27). John Wiley & Sons.
Way, A. D., & Marques, J. (2013). Management of gender roles:
Marketing the androgynous
leadership style in the classroom and the general workplace.
Organization Development
Journal, 31(2), 82-94.
Wirtenberg, J., Lipsky, D., Abrams, L., Conway, M., & Slepian,
J. (2007). The future of
organization development: Enabling sustainable business
performance through people. Organization Development
Journal, 25(2), P11.
Running head: ANNOTATED BIBLIOGRAPHY
1
Organizational Development
Author’s Name

7. Course Title
Professors’ Name
Date
Running head: ANNOTATED BIBLIOGRAPHY 1
Organizational Development
Author’s Name
Course Title
Professors’ Name
Date