ABSTRACT
This chapter focuses on Organization Development (OD) as interaction, and how that mode is responsive to shortfalls in management a la Enron, Adelphia, and WorldCom. Mercurially, huge strides were made in building an infrastructure for OD and Quality of Working Life (QWL) not all permanent, but usually reflecting impactful organizational and social movements. OD and QWL designs seem well-attended to providing effective interventions to help remedy aspects of collective life that often get out of kilter. OD as interaction can help reinforce the ongoing shifts, as well as provide one useful defense against any backsliding. Some ODers found it both possible and profitable to provide humanistic treatment for those numerous employees against whom adverse personal actions were taken in numerous downsizings and rightsizings. In many cases, the contra-OD training and development approaches often "blame the victim"—subtly or grossly or somewhere-in between.
