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Two relatively new interventions in OD are aimed at enabling organizations to pursue “sustainable effectiveness.” The first intervention—sustainable management organizations (SMOs)—proposes that the central purpose of human systems should be sustainable effectiveness. These organizations are built to change and adapt in the service of positive economic, social, and environmental results. This intervention describes the elements of a sustainable strategy and provides design and implementation guidelines for building these capabilities into the structures, processes, and behaviors of the organization. Global social change organizations engage in activities that increase the social and environmental outcomes of predominantly economically-oriented organizations. OD practitioners are using this intervention to facilitate the development of evolving countries, to change the practices of for-profit entities, to provide a voice to underrepresented social classes, and to bridge the gap between cultures facing similar social issues.
There are five primary areas of opportunity for OD practitioners. These include: developing leaders and teams’ strategic and emotional intelligence;
shifting organizational systems to a new paradigm;
designing aligned cultures;
delivering comprehensive learning programs;
creating engaged employees.Discuss by comparing and contrasting 2 of the 5 areas fully.