I think it is presumptuous to assume that OD (from its start, with Kurt
Lewin) wasn't oriented towards change and, for those who call themselves
OD practitioners, remains so. Is the issue really OD vs CM, or, a
matter of how you envision change (e.g., what has to happen before
something "changes", what strategy to use to effect change, what
dimensions of organizational structure become the focus of change, what
criteria are selected to evaluate change, etc.). The field of
organizational study is nurturing new and different models of change
strategy such that the original question asked in this List becomes a
historical curiosity for historians. To be a good change agent
(whatever that is) in this day and age requires tasting the many
offerings that go beyond our favorite, if not preferred, appetite; and,
in doing so, erases (at least for me) whatever lingering aftertaste
there may have been in pursuing one or the other meal.
--
Bernard Liebowitz, PhD
Advisor & Consultant to Business & Management
980 No. Michigan Ave., Ste. 1400
Chicago, Il 60611
tel} 773/334-2003
fax} 773/334-2004
email}
bernie@liebowitzassoc.com
http:// www.liebowitzassoc.com