Few consultants are engaged in the system-wide efforts that are OD. Most are using OD techniques in limited ways because of “reductionist thinking legacy”.

1. Problems with Organizational
Development

2. Prepared By
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Manu Melwin Joy
Assistant Professor
Ilahia School of Management Studies
Kerala, India.
Phone – 9744551114
Mail – manu_melwinjoy@yahoo.com

3. Problems with OD
• Too little “O” in OD
– Few consultants are engaged
in the system-wide efforts
that are OD.
– Most are using OD
techniques in limited ways
because of “reductionist
thinking legacy”.

4. Problems with OD
• Too exclusive an
emphasis on human
processes
– excludes task and
content contributions
– prevents integration of
social and technical
systems
– potentially
distorts/over-simplifies
diagnoses

5. Problems with OD
• Rigid adherence to humanistic
values, making field’s strength a
weakness
– blindness to forces and
perspectives beyond human
factors
– humanistic values can “trump”
research on what works and
doesn’t
– advocacy for the “right” values vs.
helping clients
– Anti-leadership bias can lead to
seeing the client as the enemy
– devalue organizational politics

6. OD and HRM
• As HR takes on an increasingly
transformational role, OD will
enable HR professionals to:
– support transformation
– work on organization design
– design and deliver learning and
development interventions
– support clients in major change
and organization design
projects
– analyze and improve the overall
health of the organization
– keep the organization healthy
and fit for future challenges.