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I given some thought to my actual perspective of organizational development in the workplace this week. After reading chapter sixteen, I can see how some people view it as a fad. I do not see this being a fad. There is a lot to gain from OD interventions and changes. So to answer quickly, yes, I do see the future of OD in the workplace. One source this week states “ OD interventions are inclusive methodologies and approaches to strategic planning, organization design, leadership development, change management, performance management, coaching, diversity, team building, and work/life balance" (ODN, 2015).

In our reading, Brown states that “there are increasing trends toward greater diversity of the workforce, including multinational corporations and a need for the integration of diverse cultures, values, and skills. I’d like to share how I encountered such integration in the U.S. Navy. Toward the middle of my service time, all of the base personnel were being informed that the Navy was going to be shifting toward a more informed, well rounded sailor. We were told that it was important for us to have more than one skill set, whether that is our primary job or a secondary one. The more we were able to show we knew, the better off our career paths would turn out to be. I now see that in some ways, the Navy was trying to make personnel changes along with streamlining the average worker. The more one worker can do, the less people they have to hire. In OD, “the course of change anticipated for OD will predominately surround the issues of a changing workforce, global competence, and transformation within the organization” (Brown, 2011). I would assume that if the U.S. Navy has taken on some OD techniques, that the government must see it as beneficial in some ways. Generally, things that work will be around for awhile longer.

In our class discussion this week, there were multiple accounts of how OD is already at work. Tracy Michael (a fellow student) stated, “Because the culture of our company is one that understands the need for organizational development and its criticality for implementing change, we are focused on our vision that is effective to our meeting the goals of air and space integration” (Michael, 2015). You can see that his company has narrowed down their agenda and how they use OD to be more successful. So if there is any doubt of OD techniques and the future of OD, I don’t see it in the near future.

  

Brown, D. (2011). An experimental approach to organizational development. Upper Saddle, NJ: Prentice Hall.

Michael, T. (2015, January 1). [Online].

ODN, What is Organization Development? - OD Network. (2015). Retrieved May 7, 2015, from http://www.odnetwork.org/?page=whatisod