Republic of the Philippines

COTABATO STATE UNIVERSITY

Sinsuat Avenue, Cotabato City
GRADUATE SCHOOL
CY-2021-2022

Name: Alyssa Mohammad Zacaria

Professor: DR. ALI DEBAROSAN

Subject: OM 601 – Organizational Development
Time: 7:00am – 10:00am
Reflection Number: 5
Introduction

THEORIES AND MODELS OF ORGANIZATION DEVELOPMENT

There are different theories of organization to predict and explain the process and also behavior
patterns in an organizational setting. There are three different types of organizational theory:
Classical Organization Theory, Neo-Classical Organizational Theory, and Modern Organizational
Theory. In this article, we will explore the Classical Organizational Theory.

Once an organization has identified an area of improvement and desired outcomes, the how
comes next. Organizational development models help with change logistics by providing a clear
framework. These models serve two purposes: to help lay out a plan of action and to clarify
communication for employees.

Researchers and experts in the field of organizational change and development have created
several different organizational development models.

Body

The fifth report discussed the theory and models of organizational development and I learned
that the rapidly evolving world necessitates organizations to change quickly to keep pace.
Organizations that are able to manage change well flourish, whereas those that don’t risk
disruption or closure. Change management varies greatly based on the nature of business and the
people involved. It also depends on how well people understand the change process.

One of the types of organizational theory is Classical Organizational Theory as the first step
towards a systematic study of organizations, the Classical Organizational Theory is very
important. It primarily deals with the anatomy of formal organizations and also views one as a
machine and the employees as parts of the machine. Therefore, in order to increase the efficiency
of the organization, each employee working in it must become efficient.

Various frameworks and models have been formulated to manage change. Lewin’s Change
Management Model is one such framework for understanding and managing organizational
change in a simple and easy-to-understand way and according to Lewin, 3 steps are essential to
make change successful. Also Lewis explained organizational change using the analogy of
changing the shape of a block of Ice. From a large cube of ice, if someone needs a cone of ice,
the ice must be melted first to change it (unfreeze). The melted icy water then needs to be
molded into the desired shape (change). Finally, the new shape must be solidified (refreeze) to
make the change permanent.

Conclusion

Lewin’s three step model, the action research model, appreciative inquiry model, and the general
model of planned change are implementation models that guide the process by which planned
change is developed and implemented in organizations. Whereas all four models overlap in
characteristics such as involving participants in the change process, important differences
including the focus and stages of change exists amongst them. A revised version of the current
general model of planned change has been proposed that highlights the need to assess the
important organizational and client factors that can influence the success/failure of planned
change efforts. More importantly, the revised model proposes that OD efforts, whether
continuous or not, should empower clients to become learning organizations as an ultimate focus
of the OD consulting process. However, this model with its significant implications for creating
learning organizations can only serve the field of OD well, if both theorists and practitioners
jointly adopt, review, and build on it