THE
ORGANIZATION DEVELOPMENT
INSTITUTE INTERNATIONAL
Pionero
y fundador en el desarrollo, en Latinoamérica, del Programa de
Competencias Empresariales, uniendo el estado del arte de las Ciencias
del Comportamiento con el Desarrollo Organizazional.
FUNDACIÓN:
1967
PRESIDENTE:
Dr.
Donald W. Cole
PRESENCIA
EN USA
PRESENCIA
INTERNACIONAL
ORGANIZATIONAL
DEVELOPMENT
INSTITUTE ADVISORY BOARD
PRESIDENTE
LATINOAMERICA REGION:
Eric Gaynor Butterfield
SEDE:
Florida 141, 2°
Piso, Ciudad Autónoma de Buenos Aires
Página
Web filial latinoamericana:
www.theodinstitute.org
Página
Web usa:
http://members.aol.com/odinst
OBJETIVO:
Capacitar,
entrenar y desarrollar a profesionales, ejecutivos, directivos,
empresas y organizaciones en los distintos aspectos del Desarrollo
Organizacional con Inteligencia Emocional, en los ámbitos de los
Negocios, la Salud, la Educación y la Comunidad.
ASSUMPTIONS
OF THE O.D. INSTITUTE
·
EXPERIMENTAL.
We view The O.D. Institute as an O.D. experiment in which we try to
practice O.D. values rather than the more traditional bureaucratic
values.
·
SELF-DIRECTED.
We use self-directed groups to accomplish our various
missions.
·
FLAT.
We strive to maintain as flat an organization as possible.
·
INNOVATIVE.
We want The O.D. Institute to form the leading edge of O.D.
theory and practice.
·
LARGE
SYSTEMS. We believe that O.D. technology is applicable on
the local, national and international level.
·
BROAD-BASED.
We affirm that our composite knowledge, skill and motivation are very
broadly based.
·
PRACTICAL.
We believe that O.D. is practical ant that economic development,
productivity, quality, product improvement, reliability and employee
moral can all benefit from O.D. applications.
·
PARTICIPATION.
We insist on people’s right to be included and to express their
express their individual views.
·
FLEXIBILITY.
We value flexibility in the design and implementation of
our programs.
·
INTEGRATIVE.
We enter willingly into some degree of hassle in order to
find a win-win solution.
·
SUPPORT.
We believe that O.D. practitioners need to share with one
another and to find support from one another.
·
CROSS-FERTILIZATION.
We believe that O.D. practitioners needs to share and learn
from non- O.D. people.
·
INCLUSIVENESS.
We rigidly enforce flexibility so that boundaries stay open and
participation is available to all.
·
INTERDEPENDENCE.
We believe no one in the organization is indispensable and we
trust in the process to solve future problems and maintain continuity.
AN
HISTORICAL PERSPECTIVE
PUBLICATIONS
FROM THE O.D
. INSTITUTE
A
BRIEF HISTORY OF THE ORGANIZATION DEVELOPMENT JOURNAL
BUILDING
THE FIELD OF ORGANIZATION DEVELOPMENT INTO A PROFESSION
