Management, consultants, and organization development specialists are provided a method for examining an organization in terms of its power, powerlessness, and power games. Emphasis is on building on existing power and reducing perceived or real states of powerlessness and subsequent power games. (Author/EA)

The author examines the confluence of organizational development (OD) and management by objectives (MBO) in the changing world of today's organization. Recent trends include less human relations emphasis and more of a systems and task orientation. (EA)

Report on how one organization successfully overcame the back-home application problem. (Editor)

The role of the organization development (OD) practitioner is evaluated based on their activities in the area of management. Changes in the OD role are suggested: (1) a more results-oriented approach, (2) "I'm OK--You're OK" methods, (3) program start-up improvements, and (4) improved followup planning. (EC)

The article discusses the importance of continuous organizational change and renewal and presents ten conditions that must be met before renewal or change can come about. (MF)

Warren Bennis discusses the field of organization development and its needs, applications, unresolved problems, and future. (LRA)

Reviewing the development of organizational development (OD) since 1969, the author describes the emerging values and historical perspectives of the field, provides a cross-section of processes and theories, and clarifies the changing relationship between the organizational development and human resource development fields. (LRA)

Describes a rationale, instrument, and methodology to improve the practice of organization needs analysis. The approach involves the author's "career of the organization" exercise for the trainer's use in identifying organization problems and in conceptualizing the nature of needs-analysis problem solving relating to both individual and…

While most organizational development consultants agree that managers are the real change agents, the profession has been slow to actively prepare managers to create and manage change. This article identifies barriers to helping the manager and offers guidelines for more effective consultant behavior. (LRA)

Reviews organizational development as a management system, stating that a content-oriented or task-requirements approach may be an appropriate intervention to help managers learn process training. Suggests a career development or management system study by a consultant for organizational development training. (MF)

This article describes a step-by-step process that will help to increase the odds that career development efforts will be tuned into the current pulse of the organization and can be used repeatedly to respond to future directions. (SSH)

Describes the use of job enrichment techniques as tools for increased productivity and organizational change. The author's motivational work design model changes not only the job design but also structural elements such as physical layout, workflow, and organizational relationships. Behavior change is more important than job enrichment. (MF)

Considers the elements of organizational effectiveness, the relationships between ends and means, and the nature of inputs necessary to the organization's survival. Presents hypotheses for industrial, educational, and military organizational planning processes and training technology, and suggests changing planning focus from inputs to outcomes.…

Studies indicate that employees experience increased equity, respect, and job satisfaction when able to assume more responsibility for work processes. The new work structures resulting from organizational change often necessitate new employee attitudes, knowledge, and skills as well as new management techniques. Integrated training programs are…

The authors state that organizational development (OD) consultants are reluctant to rely upon instruments because this would diminish their sense of usefulness. They discuss 15 OD issues and conclude that OD instruments must be based on sound principles of behavior and sequenced in a planned way in order to implement organizational change and…