Conflict management. Conflict can occur at any time and place within a healthy organization. For example, a product team for the introduction of a new software package was formed at a computer company. Made up of strong-willed individuals, the team made little progress because members disagreed on project goals. At a conflict with shop supervisor priorities for assembling customer orders. In a publishing company, two managers disliked each other intensely. They argued at meetings, lobbied politically against each other, and hurt the achievement of both departments. Organization development efforts can help solve these kinds of conflicts, as well as conflicts that are related to growing diversity and the global nature of today’s organizations.

OD can be used to solve problems just described and many others. However, to be valuable to companies and employees, OD practitioners go beyond looking at ways to solve specific problems. Instead, they become involved in broader issues that contribute to improving organizational life, such as encouraging a sense of community, pushing for an organizational climate of openness and trust, and ensuring the company provides employees with opportunities for personal growth and development.77 Specialized techniques have been developed to help meet OD goals LO.1