Organizational development: past, present and future for public and private organizations

Abstract

The evolutionary and conceptual architecture of Organizational Development (OD) constitutes a scenario of factual possibilities and a place for reflection in decision-making in the corporate sphere, as it allows the analysis of the elements that underpin administrative and managerial action, as well as the strategic mechanisms consistent with the progress of organizations. In this sense, the objective of this essay is to explore the concept of organizational development, through a historical tour of the stages and theories that have marked its evolution and impacted organizations over time, for which has proposed taking its approach through a sequential journey that analyzes and describes the theories of organizational development based on the classical (1950), neoclassical (1950-1990) proposals, chaordic organizations, blue organizations and disruptive organizations, also considering the deontological framework limited to organizational culture and the influences of Artificial Intelligence in global contexts. The conclusions allow us to point out that the OD of postmodernity has combined technology, human talent and strategies to provide responses consistent with the realities and problems of the turbulent context of the digital age, having to build an ethical culture that articulates business responsibility with the demands of the historical moment of the present and the future.