NEW ORGANIZATION AND DEVELOPMENT PRACTICES 2
New Organization and Development Practices
Lessons Learned
From the article, I learned a number of crucial concepts in organizational development
(OD). First, it was interesting to know the cycle through which company change research has
evolved over time. It is evident that the field has acquired some newer practices that contain
some concepts that spur organizational development. Secondly, there are several trends in OD
that had been subject to global debates (Bushe, & Marshak, 2014). Top on the list is the
discussion that focused on whether or not traditional humanistic values applied by the
organization founders were still relevant for use in the contemporary times (Marshak & Grant,
2008). However, the article cleared the subject by analyzing the issues and concluding that the
values are irrelevant as there have been new and more refined developments.
Thirdly, the concept of organizational discourse has been one of the most difficult
subjects in the course of my study. In fact, I held the misconception that it only entails speech
delivery within a given setting. However, I learned that it comprises numerous perspectives with
its central focus on the role of language and mediations within an organization. In this regard, I
learned the several forms of organizational discourse standpoints such as social constructionist
and the critical perspective. I gained the understanding of how each influences a particular
organization towards the attainment of the OD. Finally, understanding the different contributions
of organizational discourse to new OD was essential. Fundamentally, such practices bring the
concept of change in a given setting. Through deliberation and interactions, ideas on how various
organizational aspects can be changed are evident (Marshak & Grant, 2008). Apart from that, I
learned that for the effectiveness of these concepts, a multifaceted approach involving all people
