Szervezetfejldési

Szervezetfejldési (also known as organizational development in English) is a concept in organizational theory that refers to the process of planning, implementing, and evaluating changes within an organization to improve its effectiveness and overall performance. This approach focuses on the social and psychological aspects of organizational behavior and aims to foster a more dynamic, adaptive, and goal-oriented culture within the organization.

Szervezetfejldési was first introduced by Jacques Elliott in the 1960s, and later developed by Ronald Lippitt, Leslie Regan Bridges, and others. The concept is based on the idea that organizations are complex systems that can only be understood by considering their internal dynamics, such as the relationships among individuals and groups. Szervezetfejldési involves a range of activities, including needs assessment, problem-finding, and cooperative change-making.

Key principles of szervezetfejldési include collaboration, communication, and mutual support among organizational members. It involves a diagnosis of the organization's strengths and weaknesses, as well as the analysis of its external environment and opportunities for growth. Through a dialogue-based process, management teams and organizational members work together to create a shared understanding of the organization's vision, goals, and strategies.

Szervezetfejldési aims to increase the sense of community, modify the management's behavior, and create a setting for positive organizational change. While some critics have argued that this approach may create additional bureaucratic processes and complacency, many others see it as an optimistic and efficient method of organizational improvement, enhancing the leadership's ability to withstand changes and turbulence, especially in the wake of economic or market crises. Practice of Szervezetfejldés has become a mainstream organizational adult learning tool, helping companies achieve monies end.n one systemic n meta perspectives.