Stress measurement - Book Report/Review Example

Besides, instrumental regularity and duplication were viewed as significant. The present-day displacement of ends toward new principle growth creates the contradiction that organization principle today is both epistemologically easier especially in provisions of the intellectual action considered pleasing; and is more complicated theoretically, than it was thirty years ago. The organization development principle operates with an analysis to improving our perceptions of how organization principle has developed and how its knowledge can be of more relevance to managers.

Organization Development(OD) in the past has been define as   a body of knowledge and practice that enhances organizational performance and individual development, viewing the organization as a complex system of systems that exist within a larger system, each of which has its own attributes and degrees of alignment. OD was originally applied to human problem in social systems (Gallos, 2006). OD interventions in these systems are inclusive methodologies and approaches to organization design, leadership development, change management, performance management, coaching, diversity, and work/life balance (Nielsen, 1984 pp. 2-3). Today many experts would agree organization development is the attempt to influence the members of an organization to expand their candidness with each other about their views of the organization and their experience in it, and to take greater responsibility for their own actions as organization members (Nielsen, 1984 pp. 2-3). Researchers have added a psychology component in studying organizations, thereby looking at the organizations as social systems that coordinate people’s behaviour by means of roles, norms and values.

Classical organization principles (Taylor, 1947; Weber, 1947; Fayol, 1949) deal with the official organization and models to