Traditional  OD is    an organization-wide,  planned system of  change, managed from the top to increase organization effectiveness and health .

To understand OD,  we must understand ____________________ because change begins by examining this aspect.

_____________________  as elements of culture are the most difficult to change because they exist but cannot be seen.

Kurt Lewin said, in organizations, there are always   two groups of forces: those striving to maintain the ___________________ and those pushing for change.

Paradigm shift or the  change in mental models  of a group of people is never possible

Action research is not necessary in OD

________________________ is about the search for the best in people, their organizations…It involves systematic discovery of what gives life to a living system

Positive OD is a fallacy. 

This theory by Otto Scharmer explains that the change must start within one self

The change person can be internal or external to the organization.  He or she plays the role of counselor, facilitator,  mediator,  trainor and researcher.

Communication involves sending and receiving messages thru channels with a _________ system to determine  effect

Listening, not only  speaking is a communication skill

This branch of OD is a metaphor for endless possibilities; that OD can start in any level of the organization, from any sector of the organization, or any size of an enterprise,  or whether an enterprise formal or informal

All branches of OD require research skills

Quantum OD explains  that  a change process is possible in micro enterprises, not only in large multinational enterprises like General Motors

Would you like to do OD in your organization?

What type of OD would you like to do in your organization?

Will you hire a change agent as consultant?

For OD to be successful, I must examine our  organizational culture

I believe that change is possible in our organization