Kurt Lewin Force Field Theory : organization as a system of interrelated parts and competing forces or opposing transient groups. System change engages forces resistant to and in favor of change. The change process has three distinct stages: Unfreezing – a sense that change is needed must be developed , Changing- organizational change is implemented    and Re-freezing-  the new order is institutionalized, presenting the new equilibrium. During the change process, there are issues risen up and need to be concerned on

Monitor & Stabilize OD Programs :

The Feedback of Information;
The Stabilization of Change;
The Evaluation of OD Programs;
Termination of the Consultant-Client Relationship;
Developing a Self-Renewal Capacity;
Termination and Disengagement from the Client System; and
Some Conditions for Success of OD Efforts.

Overviews of issued in OD

Changes in technology
Constant change
Partnerships and alliances
Changes in structure of work
Increase diversity in the work force
Shifting age demographics

5 major trends in OD - Globalization, Diversity,  Flexibility, Networks, and Flat

The Future Of OD

Knowledge of the future relies on sense making; it is concerned with trying to know (or project) what the content of the image will be at some distant point in time.

On the other hand, knowing the future occurs prior to sense making; it is concentrated on the dynamic flow of experience that is immediately and always available on the “edge of the present,” before content takes form, that is, before conditioned time comes into being.

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