CPTD Question and answers rated A+ 2024/2025 CPTD: General Review Organizational Development & Culture
Purpose of designing and implementing an organizational development strategy
To successfully lead and support initiatives focused on increasing organizational effectiveness
Five phases ...
− Systems thinking: component parts of a system can best be understood by
their relationships with one another and with other systems
− Open systems theory: organization structure affects the flow of information
and interaction, both internally and with the external environment
, − Complexity theory: organization as a complex, adaptive system needing to
respond to the external and internal environment by remaining on the edge of
chaos while also self-organizing and continuously reinventing itself.
− Chaos theory: there are underlying patterns, constant feedback loops,
repetition, and self-organization even in the apparent randomness of chaotic,
complex systems (butterfly effect)
− Social network theory: how people, organizations, or groups interact with
others inside their network.
− Action research: coined by Lewin, also known as participatory research,
groups identify a problem, develop a resolution, implement the solution, and
analyze the final results.
Planned change models
− Kurt Lewin's force field analysis (1947) (three-stages process of unfreezing
old behavior, moving to new level of behavior, and refreezing behavior at the
new level)
− William Bridges's Transition Model (1991): focuses on transition with three
phases (ending, neutral zone, new beginning)
− W. Warner Burke-George H. Litwin Model (1994): organizational climate
versus organizational culture
− David A. Nadler and Michael L. Tushman's Congruence Model and "Seven
S" approach (1997): examines how interdependent, organizational
subsystems scan and transform input from the external environment. Includes
the seven Ss: strategy, structure, systems, shared values, skills, style and
culture, staff
− Peter Senge (2006): advises small, incremental change through the five
disciplines of organizational learning
− Prosci ADKAR Model: goal based with a focus on guiding change at the
individual level through awareness, desire, knowledge, ability, and
reinforcement
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