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The Organization Development Practitioner

The Organization Development Practitioner

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Published by: yamatoakito on Jan 12, 2010
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09/05/2013

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The final report 1OnOrganization development & change (448511)Academic year 1/2009To Dr. Jamnean JoungtrakulByXu Ao (Victor)Human Resource Development CentreMA (Human Resource Development)International Graduate StudiesStudent NO.51921595
 
The Organization DevelopmentPractitioner
Much if the literature about OD practitioners views them as internaland external consultants providing professional services-diagnosingsystem, developing interventions, and helping to implement them. The term Organization Development Practitioner refers to at leastthree sets if people.1. Most obvious group of OD practitioners are those peoplespecializing in OD as a professional. They may be internal orexternal consultants who offer professional services toorganizations.2. The second set of people to whom the term OD practitionerapplies are those specializing in fields related to OD, such as rewardsystem, organization design and total quality and so on.3. The third set of people to whom the term applies is t heincreasing number of managers and administrators who havegained competence in OD and who apply it to their own work area.But in fact, in practice, the distinctions among the three sets of ODpractitioners are blurring.
Competences of an Effective OrganizationDevelopment Practitioner
 The literature about OD competencies reveals a mixture of personality
r
eveals a mixture of personality traits, experiences,knowledge, and skills presumed to lead to effective practice. Two projects currently seek to define, categorize, and prioritize theskills and knowledge required of OD practitioners.1. In the first effort, a broad and growing list of well-knownpractitioners and researchers are asked to review and update a listof professional practice.2. The second project, sponsored by the Organization Developmentand Change Division of the Academy of Management, seek todevelop a list of competencies to guide curriculum development in
 
graduate OD programs.Look at the Table 3.1, this table list the knowledge and skills what isthe requirements of OD PractitionerProcessing the listed knowledge and skills seems reasonable,especially in light of the growing diversity and complexity of interventions in OD.OD professionals would extend their breadth of skills across theremaining categories in Table 3.1. The information in Table 3.1 applies primarily to people specializingin OD as a professionBase on the data in Table 3.1 and the other studies available, all ODpractitioners should have the following basic knowledge to beeffective1. Intrapersonal Skills of “Self-Management” Competence2. Interpersonal Skills3. General Consultation Skills4. Organization Development Theory.
Role of Organization Development Professionals
Internal consultants-Are members of the organization and may belocated in the human resources department or report directly to aline manager.Advantages:1. Familiar with culture and norms.2. Knows power structure.3. Personal interest in organization.Disadvantages:1. May lack specialized skills.2. Lack of objectivity.3. Likely to accept organizational system.4. May lack necessary power and authority.

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