Organization Development

Action Research:

A cyclical process of identifying system problems, gathering data, taking corrective action, assessing progress, making ongoing adjustments, and learning from the experience.

Behavior Modeling:

Method of teaching skills to handle commonly encountered behavioral problems.

Change Agents:

Person whose role is to initiate change and help make it work.

Encounter Groups:

Unstructured small&-group interaction under stress in a situation that requires people to become senstive to one another's feelings.

Experiental Learning:

Process in which participants learn by experiencing in the training environment the kinds of human problems they face on the job.

Grid Oraganization Development:

A six&-phase program of organization development based on Blake And Mouton's managerial grid.

Humanistic Values:

Positive beliefs about the potential and desire for growth among employees.

Interventions:

An overall organizational development is develop, with one or more interventions, which are structured activities designed to help individuals or groups improve their work effectiveness.

Laboratory Training:

Situations in which the trianees experience through their own interactions some of the conditions they are talking about.

Oragnization Development:

The systematic application of behavioral science knowledge at variouse levels (groups, intergroup, and total organization) to bring about planned change.

Process Consultation:

A set of activities that help others perceive, understand, and react constructively to current behavioral events around them.

Role Playing:

Spontaneous acting of a realistic situation involving two or more people under classroom conditions.

Simulations:

Comprehesivve experiential approaches that create many dimensions of work life in organizations to help participants experience and understand behavior within them.

Survey Feedback:

Oraginzation development process of surveying members of an organization and reporting the results directly to the peersons innvolved for their interpretation and action.

Systems 1 to 4:

Oragnization development framework developed by Rensis Likert that uses four systems of management to describe organizations, with system 4 as the most participative.

Team Building:

Organization development process of developing integrated, cooperative groups.

Transfer of training:

The use on the job of knowledge and skills gained through training.