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Organizational Development

The concept of Organizational Development is closely linked to the concepts of change and adaptive capacity of the organization processes change. Understanding Organizational Development is necessary to know its basic assumptions, which are as follows. Concept of organization "organization is coordinating the various activities of individual contributions for the purpose of planned transactions with the environment." (Lawrence and Lorsch) The concept of organizational culture: the only viable way to change organizations is to change its culture, or change the systems within which people work and live. Concept of organizational change: the process of organizational change begins with the emergence of forces that create the need to change somewhere, or some parts of the organization. Need for continuous adaptation and change: the individual, group, organization and community are dynamic, living systems to adapt, adjust and organization, as a basic condition for their survival in a changing environment. There are five basic objectives of change: Strategic Objectives: concerned in altering the relationship between organization as a whole and its environment. Technological objectives: related to the change in the technology of the physical parts of the organization. Objectives structural alterations concerned the relationship of subordination.

Behavioral Objectives: focused on changing human phenomena. Programs: are intended to alter the structure or aspects of technical implementation plans. The interaction environment organization: organization and environment are in continuous and intimate interaction. The individual interaction of organization: any organization is a social system, humans have aptitude for productivity, which can remain dormant if the environment in which we live and work is restrictive and hostile, and prevents the growth and expansion of potential.