Maja Sahbaz, Student (MBA), Serbia I am preparing a short assignment on change management and should discuss change management models. While reading handbook of HRM practice by Armstrong, I ran into several change management models discussed under OD and under OT the models are referred to as "transition management". What is the difference between the changes ran under organizational development and those under organizational transformation and how should I differentiate the two i.e. should I include them all into change management models or only those discussed under OD?
Current Thinking is Change versus Transition Jacqueline Gargiulo, USA Maja, when I read your question, I wonder if what you are speaking of is actually current thinking on change versus transition? Change happens, it is our ability as individuals and organizations to transition to/with it that can be problematic.
A superior model for change management is ADKAR. Check it out.
Change Requires a Learning Organization David Wilson, Canada If you want to develop the capability of people to change, you may need to create an organization that is capable of learning.
Senge in The Fifth Discipline (1990) discusses the need for a learning organization to manage transformational change versus transactional change. You may also be interested in the book by Senge at al. - The Dance of Change (1999), where the authors discuss "profound change" and how people and organizations are able to sustain the transformation.
Regardless of the terms you use, you will need to define them.
Difference Beween OD & OT Toor, Pakistan In my opinion, when we speak about OD then we are developing the organization, and when we speak about OT, then we are doing reactive maintenance of organization.
You can find lot of examples for OD & OT in many organizations.