Difference between revisions of "Organizational development"
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==Definitions== | ==Definitions== | ||
According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | ||
| − | + | :[[Organizational development]]. A collection of planned change interventions, built on humanistic-democratic values, that seeks to improve organizational effectiveness and employee well-being. | |
| + | According to [[Management by Robbins and Coulter (14th edition)]], | ||
| + | :[[Organizational development]]. Change methods that focus on people and the nature and quality of interpersonal work relationships. | ||
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==Related concepts== | ==Related concepts== | ||
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*[[Resource Planning Quarter]]. | *[[Resource Planning Quarter]]. | ||
| − | [[Category: Septem Artes Administrativi]][[Category: Articles]] | + | [[Category:Management]][[Category: Septem Artes Administrativi]][[Category: Articles]] |
Revision as of 07:36, 2 June 2020
Organizational development is a collection of planned change interventions, built on humanistic-democratic values, that seeks to improve organizational effectiveness and employee well-being.
Definitions
According to Organizational Behavior by Robbins and Judge (17th edition),
- Organizational development. A collection of planned change interventions, built on humanistic-democratic values, that seeks to improve organizational effectiveness and employee well-being.
According to Management by Robbins and Coulter (14th edition),
- Organizational development. Change methods that focus on people and the nature and quality of interpersonal work relationships.
