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1 What are the differences between first-generation OD and second-generation OD? What are the major changes between these two generations of OD practice? What do you think have been the losses or gains in the second generation of OD practice?

2 Think about any past work experiences you have had and analyze your experiences with the theories described in this chapter, such as the management styles as described by Likert, Theory X and Theory Y, or Blake and Mouton’s managerial grid. Can you understand a former manager’s behavior through the lens of one of these theories?

3 Think about the motivators and hygiene factors discussed in Herzberg’s theory. Do the factors that motivate you reflect what Herzberg found? Has motivation changed since Herzberg’s research? If so, how? Has what motivates you changed over time?

For Further Reading

Argyris, C., & Schön, D. A. (1996). Organizational learning II: Theory, method, and practice. Reading, MA: Addison-Wesley.

Bradford, L. P. (1974). National Training Laboratories: Its history, 1947–1970. Bethel, ME: National Training Laboratory.

Bradford, L. P., Gibb, J. R., & Benne, K. D. (Eds.). (1964). T-group theory and laboratory method. New York, NY: Wiley.

Burnes, B., & Cooke, B. (2012). The past, present and future of OD: Taking the long view. Human Relations, 65, 1395–1429.

Kleiner, A. (1996). The age of heretics: Heroes, outlaws, and the forerunners of corporate change. New York, NY: Doubleday.

Lewin, K. (1951). Field theory in social science. New York, NY: Harper & Brothers.

Likert, R. (1961). New patterns of management. New York, NY: McGraw-Hill.

MacGregor, D. (1960). The human side of enterprise. New York, NY: McGraw-Hill.

Seo, M., Putnam, L. L., & Bartunek, J. M. (2004). Dualities and tensions of planned organizational change. In M. S. Poole & A. H. Van den Ven (Eds.), Handbook of organizational change and innovation (pp. 73–107). New York, NY: Oxford University Press.