ABSTRACT

We contend that the dominant focus within the OD discourse is on organizations and their success (i.e. a preoccupation with ‘organizational effectiveness’) at the expense of wider responsibilities and obligations, and that the framing of ‘organizational health’ is overly narrow and partial (i.e. what is healthy for the organization rather than what is ‘healthy’ at an individual or societal level). We offer some support for our assertion that OD initiatives focus too much on organizational effectiveness and organizational health and we discuss the scope for embracing a wider set of change imperatives. This involves distinguishing between ‘self-ish’ and ‘self-less’ behaviour and drawing a distinction between distributive and generative forms of change activity Finally, we conclude by briefly sketching out how this could take shape in terms of what we have chosen to call ‘soulful interventions’.

摘要

我们认为，OD论述中的主要重点是组织及其成功（即对“组织有效性”的关注），却牺牲了更广泛的责任和义务，并且“组织健康”的框架过于狭窄和局部化（即对组织有益的是什么，而不是对个人或社会有益的。我们为OD倡议过于关注组织有效性和组织健康这一主张提供了一些支持，并且我们讨论了接受更广泛的变革要求的范围。这包括区分“自私自利”和“自私自利”的行为，并区分变革活动的分布形式和生成形式。最后，