Category: O

The design of an organization determines how its operations are differentiated and integrated, as a response to environmental uncertainty.

Systematic changes to the behavior and attitudes of an organization?s employees, through long-term training. An action-oriented process, OD begins with an analysis of current trends and the desired organizational culture. Techniques, such as behavior modeling, sensitivity training and transactional analysis, are employed to adjust employee behavior.

The adoption of large-scale changes to organizational policies, processes, structures or strategies.

Economic theory that deals with transactions within organizations, rather than between organizations. Focuses on decision-making, risk management, organizational structure, employee remuneration, etc.

Flow chart, showing the hierarchical structure of an organization, including formal lines of communication and accountability.

The sum of all knowledge within an organization, pooled between all of its members.

An international organization that helps develop growth and opportunity.

The process by which organizations enhance their ability to understand and adapt to change. Involves wide-scale interpretation and integration of developing knowledge that leads to changes in organizational policy and practice.

Created in 1948 in Bogota, Colombia, to promote Latin American and Caribbean economic and social development, there are currently 34 member states. Cuba was one of the founding members, but its membership was suspended in 1962.

This is largely undocumented experience, insight, knowledge and skill acquired over the years by individuals within an organization. Although it can be transferred to new employees through formal and informal mentoring and training, organizational memory is easily destroyed by frequent or large scale organizational change.