For your individual written work this week, consider what you have learned about how OD and planned change are different from other forms of organization change and imagine you are presenting a paper on OD to a group of MBA students. * Compare OD and planned change to other forms of organization change, illustrating the differences. * There are many definitions that have been given to describe the process none of which are likely to be understood in the context of this paper. Instead it is preferred to give the attributes that constitute the various definitions so that the entire concept is deconstructed and understood in context. But OD may simply be described as a methodology or technique used to effect change in an organization or section of an organization with a view of improving the organization’s effectiveness. It has the following attributes: * A planned process of change. * Applies behavioral science knowledge. * Aims at the change of organization culture. * Aims at reinforcement of organization strategies, structures and processes for improving organization’s effectiveness and health. * Applies to an entire system of an organization, department or group as opposed to an aspect of a system. * Targets long term institutionalization of new activities such as operation of self-managed or autonomous work teams and other problem solving capabilities.

* Encompasses strategy, structure and process changes. * A process managed from the top.
Behavioral science knowledge and practices incorporate concepts such as leadership, group dynamics, work design and approaches such as strategy, organization design and international relations (Cummings and Worly, 1997). OD is not a business planning or technological innovation model but rather an easy and flexible process