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Comprehensive organizational models guide effective, planned interventions to promote organizational structures and procedures. Additionally, the models improve the quality of work life of organizational members (Asumeng et al., (2015). The two organizational development theories selected for this discussion were action research theory and systems theory. Action research, attributed to Kurt Lewin (1946), action research is based on a joint problem-solving relationship between the researcher and client, with goals of both solving a problem and generating new knowledge in the organization (Haynes, 2015). Action research is a series of steps composed of planning, action, and fact-finding about the result of the action.

The second model selected is systems theory, proposed by Ludwig con Bertalanffy in the 1940s. Systems theory focuses on the arrangement of and relations between the parts and how those parts work together as a whole (Rothwell, 2015). It incorporates many disciplines into comprehensive theory and practice (Anderson et al., 2015).

Working together effectively in consultation requires understanding and cooperation from the employees, leadership, and employees. While practitioners are there to understand the dynamics of the organization, it should be noted that not all problems can be readily resolved and corrected within a certain amount of time. Understanding the organization, the operations, and how to mitigate the persisting problems effectively is an inherent goal of the practitioner. Utilizing the systems theory model and the action theory model allows a practitioner to use two advantages to identify and resolve the persisting issue within an organization.

References

Anderson, C. A., & Zaballero, A. G. (2015).Organization development and change models. In W. J. Rothwell (Ed.),Organization development fundamentals: Managing strategic change. ATD Press.

Asumeng, M. A., & Osae-Larbi, J. A. (2015).Organization Development Models: A critical review and implications for creating learning organizations.European Journal of Training and Development Studies, 2(3), 29-43.

Haynes, C. (2015).Special issues in organization development. In W. J. Rothwell (Ed.),Organization development fundamentals: Managing strategic change. ATD Press.

William J. Rothwell. (2015).Organization Development Fundamentals: Managing Strategic Change. Association for Talent Development.