ECLECTIC APPROACH TO ORGANIZATIONAL-DEVELOPMENT

IN THE LAST 20 YEARS NEW MANAGEMENT METHODS HAVE EVOLVED UNDER THE LABEL OF ORGANIZATIONAL-DEVELOPMENT. PROBLEMS HAVE OCCURED IN THAT THESE METHODS HAVE BEEN TAUGHT SEPARATELY AND BECAUSE OF THIS, EXECUTIVES HAVE EQUATED O D WITH THIS TECHNIQUE OR THAT ONE, AND IF THE METHOD IS COMFORTABLE, THEY REJECT THE WHOLE CONCEPT. IN REALITY METHODS CHANGE FROM TIME TO TIME, DEPENDING ON CIRCUMSTANCES. ARTICLE CONCERNS ITSELF WITH ONE MANUFACTURER AND HOW MANAGEMENT EMPLOYED AND INTERGRATED A WIDE VARIETY OF OD APPROACHES TO IMPROVE OPERATIONS. FIRM HAD 4 BASIC BELIEFS 1, OPERATING MANAGER WAS PRIMARILY CONCERNED WITH RESULTS 2, OM WILL TRY NEW APPROACHES TO DO THE JOB BETTER 3, CHANGE AGENTS SHOULD HELP THE OM, NOT TELL HIM AND 4, NEVER BECOME WEDDED TO A MEANS OR METHOD.