When I write ✍️, my consideration is that my readers are not in the human resources space so they wouldn’t understand the HR jargon I may wish to speak. This is why, I have adopted using very simple 👌tenses and keep the writer as relatable as possible.

Well, on the topic of OD or OB. #Organizational_behavior is just a scope in #Organizational_Development which is broader in itself. OB focuses on behavioral patterns as to WHY and HOW employees behave in an organization, OD is concerned with translating it into a strategy to bring results.

An effective Organizational Development (OD) model comprises several key components, such as Diagnosis, #Mission, Vision and #Strategy, Leadership Development, Change #Management, Employee Involvement, Training and Development, #Culture and Values, Performance Management, etc. OD speaks to the growth, development, and expansion of a business.

While OB focuses on why and how #employees behave. For those in the OB school of thought, everything ends in productivity. That is, how we can shape staff behaviors or #communicate better with staff to ensure they are highly productive. While I am not downplaying OB, it is safe to conclude this by saying, “What can be achieved through organizational behavior can be achieved faster through organizational development”

#OgaHR

Author

  • DR. IKENNA M. OKAFOR

    He has a doctorate degree in Leadership and Organizational Strategy, a Master Degree in Business Administration and Executive Leadership in Management. He is a Fellow of a lot of professional bodies and is a Faculty member is many of them. He is also the Deputy Registrar of the Integrated Institute of Professional Management. He is A Senior Management Consultant with Deebee Consulting, and Board Advisory of a leading Oil and Gas company in Nigeria. His work experience cuts across the hospitality, health, FMCG, Mines and Steel, HR Consulting, and Manufacturing. He has worked with C-Suites and has rosed to a Group Human Resources Manager where he managed over 5,000 staff of the organization. He is also a certified BPO, a Trainer and he majors in organizational designed and Human Resource Management.

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By DR. IKENNA M. OKAFOR

He has a doctorate degree in Leadership and Organizational Strategy, a Master Degree in Business Administration and Executive Leadership in Management. He is a Fellow of a lot of professional bodies and is a Faculty member is many of them. He is also the Deputy Registrar of the Integrated Institute of Professional Management. He is A Senior Management Consultant with Deebee Consulting, and Board Advisory of a leading Oil and Gas company in Nigeria. His work experience cuts across the hospitality, health, FMCG, Mines and Steel, HR Consulting, and Manufacturing. He has worked with C-Suites and has rosed to a Group Human Resources Manager where he managed over 5,000 staff of the organization. He is also a certified BPO, a Trainer and he majors in organizational designed and Human Resource Management.

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