tailieunhanh - Practicing Organization Development (A guide for Consultants) - Part 66

Practicing Organization Development (A guide for Consultants) - Part 66. Organization development (OD) is about planned change. As change has turned into the only constant, many managers and other people are pursuing change strategies with vigor. OD is a major strategy for leading and managing change at the individual, group, intergroup, organizational, interorganizational, and large systems levels. This book is about what it takes to be an effective change manager, change leader, and OD consultant | PRACTICING INTERNAL OD 621 Traditionally the OD practitioner has been viewed as offering value in bringing the outsider perspective a view or approach that was not present in the system or a marginal role which enables greater objectivity and organizational distance see Argyris 1970 Bennis 1966 Browne Cotton 1975 Browne Cotton Golembiewski 1977 Nevis 1987 . Acting with an outsider perspective is more challenging for the internal OD practitioner than for the external OD practitioner. The external practitioner can offer OD services which may bring significant change and confront structures practices norms and values as the uninvested outsider. At times executives seeking organizational change believe that they can do it themselves without the assistance of an OD practitioner. Such executives do not view OD as critical to the success and effectiveness of the organization. Leaders who do see the value of OD often have past experience or recognize the need for support in a major change effort. They may determine that creating an internal OD function or utilizing an existing internal OD practitioner will enhance their capacity to make change and improvement effectively. ADVANTAGES OF INTERNAL OD What are the advantages of an internal OD consulting function The primary value lies in the unique benefits of being inside of and part of the organization on a continuing basis with deep knowledge of sensitive issues cultural norms and organizational history see Lacy 1995 Scott Hascall 2002 . While external OD practitioners have unique and specialized skills and knowledge the internal practitioner has the benefit of an intimate detailed hands-on knowledge of the business strategy and context of the organization including the power and politics strengths and weaknesses assets and liabilities of the organization. The internal practitioner develops a detailed understanding of the culture and the webs of relationships in the organization. Internal OD practitioners know the history .