ID: 15340
Autoria:
Paulo C. da Costa Moura.
Fonte:
Revista de Administração Pública, v. 12, n. 1, p. 9-24, Janeiro-Março, 1978. 16 página(s).
Tipo de documento: Artigo (Português)
Ver Resumo
The author says OD is a global process of planned change, which aims at developing organizations in such a way as to make them more efficient and more adaptable to social and technological changes, as well as to allow the fulfillment of human needs to become part of the organization goals and objectives. This concept assumes the existence of certain working conditions, the acceptance of certain values, the adoption of specific processes and technology, thus becoming a lot more difficult and complex than it may seem at first sight. According to the author, OD's acceptance, procedures and degrees of response differ according to the authority-responsibility level of the people involved and their perception of OD. Therefore, its acceptance is not always real - or conscious - and sometimes the people who resist to OD do not know what they are resisting to. In Brazil, it is somewhat difficult to foresee OD's future, since there is no adequate training and research center, not even an institution which may formally recognize the professionals already working in OD. This way OD will for a long time continue to be a mor sophisticated - while mayze less effective - way of management training. Or it will be restricted to sensitivity laboratories, very useful and valid when well coordinated, but always limited in their capacity of generating organization changes. The author thinks OD's future in Brazil will depend on its practical results.
