Give an account of the historical back ground and models of organizational development.

Historical Background of Organizational Development (OD):

Organizational Development emerged in the 1950s and 1960s as a response to the need for effective change management within organizations. It was influenced by various fields such as psychology, sociology, and industrial relations. Key contributors to the development of OD include Kurt Lewin, who is often regarded as the father of OD, and other social scientists like Chris Argyris, Douglas McGregor, and Warren Bennis.

Lewin's three-step model, known as the unfreeze-change-refreeze model, laid the foundation for understanding organizational change. The focus was on creating a psychological climate conducive to change, implementing change, and then stabilizing the new state.

Models of Organizational Development:

1. Lewin's Three-Step Model:

   • Unfreeze: Creating awareness of the need for change and reducing resistance.
   • Change: Implementing the desired changes.
   • Refreeze: Stabilizing the new state to make the changes permanent.

2. Action Research Model:

   • This model emphasizes a collaborative approach to problem-solving and change.
   • It involves a cyclic process of planning, acting, observing, and reflecting, allowing for continuous improvements.

3. McGregor's Theory X and Theory Y:

   • Theory X assumes that employees inherently dislike work and need to be closely supervised.
   • Theory Y posits that employees are capable of self-motivation, enjoy their work, and can be creative if given the opportunity.

4. Beckhard-Harris Change Model:

   • It focuses on determining the present state (current reality), establishing a desired state (vision), and then identifying the actions necessary to move from the current to the desired state.

5. Burke-Litwin Model:

   • This model emphasizes the interconnectedness of various organizational factors.
   • It identifies external and internal drivers of change, transformational factors, and performance outcomes.

6. Nadler-Tushman Congruence Model:

   • This model views organizations as systems and emphasizes the need for alignment or congruence between different components.
   • It identifies key elements like inputs, transformation processes, and outputs, and highlights the importance of aligning these elements for effective organizational functioning.

7. Kotter's Eight-Step Change Model:

   • Developed by John Kotter, this model provides a structured approach to change.
   • It involves steps such as creating a sense of urgency, forming a powerful guiding coalition, and ensuring that changes are embedded in the organizational culture.

8. Appreciative Inquiry (AI):

   • AI focuses on identifying and amplifying an organization's positive aspects rather than addressing problems.
   • It involves a cycle of discovery, dream, design, and destiny, emphasizing a positive and strengths-based approach to change.

These models highlight the evolution of OD from a field primarily focused on individual and group dynamics to a broader perspective that includes the entire organizational system. The historical background and diverse models underscore the ongoing efforts to refine approaches to organizational change, considering the complex and dynamic nature of today's workplaces.