Systems Theory and Organizational Development

The organization as an integrated whole

Systems theory, originated in biology, visualizes the organization as a living organism composed of integrated parts that constantly change to adapt to internal and external demands.

Under this premise, any action taken in one part of the company inevitably influences all the others, forcing us to consider the entity as an integrated whole towards a common goal.

Organizational Development (OD) is the effort planned and supported by top management to increase institutional effectiveness through the use of technology and knowledge of behavioral sciences.

This approach focuses on long-term processes that seek to transform attitudes and behaviors in teams to facilitate adaptation to change and continuous process improvement.

Change agents and resistance to change

The change process within an organizational system involves three basic elements: the change agent (who initiates the process), the client (who receives the change effort) and the resistance to change.

Resistance is a natural characteristic of some individuals who prefer to maintain the current state of affairs, intentionally working to hinder transformations.

To maintain effectiveness, the organization requires constant adjustments that balance the needs of the business with those of the people.

When changes are planned and there is a commitment to development, the survival of the entity is strengthened.

The success of organizational development lies in turning the internal culture into a competitive advantage, ensuring that all processes and procedures are aligned with the company's values and strategic vision.

Summary

Systems theory views the organization as a living organism composed of integrated parts. Any action in one section inevitably influences all others in the entity.

Organizational Development is a planned effort to increase effectiveness through behavioral sciences. It seeks to transform long-term attitudes to facilitate adaptation to continuous change.

Success lies in managing natural resistance to change through agents that balance needs. It seeks to convert the internal culture into a competitive advantage aligned with strategic values.