ABSTRACT
Organizational structure is characterized by four dimensions: hierarchy of authority, division of labour, spans of control, and line and staff positions. Types of organizational structures include mechanistic versus organic structures and matrix organizations. There are no good or bad structures. Organization development is a long-range effort to improve an organization's ability to cope with change and its problem solving and renewal processes through effective organizational culture management. The history of organization development can be classified according to nine strands: laboratory training and t-groups; action research, survey feedback, and sociotechnical systems; management practices; quality and employee development; organizational culture; change management, strategic change, and reengineering; organizational learning; organizational effectiveness and employee engagement; agility and collaboration. The stages in organization development are anticipating change, developing the consultant-client relationship, organizational diagnosis, interventions, self-renewal, monitoring and stabilizing action programmes, and managing change. Organizational culture includes traditions, events, and established practices that created patterns of relating and problem-solving. Before an organization can change its culture, it should become aware of the current culture. A participative approach is required to influence the deepest level of culture.
