organizational development
...re heavily on different kinds of change than others. The intent is to get a company to attain it's full potential in productivity and profits, to be able to solve it's own problems, and to manage change. This process is divided into three steps: entry, normative change, and structural change. In the entry stage the aim is to establish a felt need for change using three approaches, interviewing, survey information or other means to give the organization inharmonious information in what people wants and what actually happen. The second approach is used to demonstrate the value of OD through particular projects in one or more subsystems of the client's organization. The final approach is a direct attempt to change values through the use of T-groups or similar technique. Normative change step is directed at targeting as many organization members as possible to expose them to the new social norms. The intent is to change the climate of the organization. The final step is structural change; it involves placing advocates of OD in position where they have the power, prestige, and flexibility to conduct further OD projects. Technology change relates to the organization's way of doing its work. Technology changes were designed to make the production of product or service more efficient. A good example of technological change is the adoption of robotics to improve production efficiency in the automobile industry. Technological changes are more effectively implemented from the bottom up. The lower-level technology experts act as idea champions. Almost any change in the management of the organization falls under the structural change category. The impl...