Organizational Development

There were models of B. Scott (1971), J. Greiner (1972), William Torbert (1974), F.

Lidena (1975), I. Adizes (1979), R. Quinn and K. Cameron (1983) and R. Daft. and others. There is also a model of Russian authors – Model E. Emelyanov and S.

Povarnitsyn, G. Shirokova model. The first model, which is still actively used, first appeared in 1972, the American specialist in Management and Economics Larry Greiner (born Larry Greiner) in his work ‘The problems of leadership at the stages of evolution and revolution’ (Eng. ‘Evolution and Revolution as Organizations Grow’) described the organization as an evolving system and outlined the stages that it passes in its development. A prerequisite for this work was the idea Greiner that the future of the organization are more influenced by its history than by external forces. He got the idea in theory some European psychologists, she says, that behavior is determined by previous events, not future. Transferring this analogy to organizational development, Greiner identifies five stages, must pass through a developing organization: Fig. 1. Model Organizational Development L. Greiner 17 Step 1. ‘Growth through creativity’. Entrepreneur provides a very powerful level of creative drive, trying to embody ‘the idea’ into reality and make the others believe in it. If you can persuade employees to believe in the ‘idea’ and the organization ‘gets into the stream’, the organization begins to grow – increasing the number of orders and thus increase the number of employees.

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