Characteristics of Successful and Unsuccessful Organizational Development
Abstract
Several characteristics of organizations, their environments, and development efforts are evaluated to determine their association with successful and unsuccessful change in 25 organizations. Four groups of characteristics differentiating between successful and unsuccessful change efforts indicate: (1) commitment to and use of survey feedback and interpersonal process consultation interventions are associated most closely with success in OD efforts while an emphasis on sensitivity training/T-groups is most closely associated with the unsuccessful organizations; (2) organizations that are more stable and staid are less likely to be successful in their OD efforts than are those which are expanding and more open to and involved in adjusting to change; (3) internal resource persons who are less carefully selected, receive change- agent training previous to the OD effort, and do not possess assessment- prescriptive skills are found in the unsuccessful organizations; and (4) more specific interests and greater commitment to the OD efforts are associated with successful change.
Document Details
- Document Type
- Technical Report
- Publication Date
- Mar 01, 1975
- Accession Number
- ADA006912
Entities
People
- Jerome L. Franklin
Organizations
- University of Michigan