In this article, we'll explore the similarities and differences between organisational behaviour and organisational development, including examples of each.
Three Similarities:
1. Both disciplines involve the study of human behaviour within organisations.
Both organisational behaviour and organisational development seek to understand how people behave within organisations and how these behaviours impact the effectiveness of the organisation. For example, an organisational behaviour specialist might study how motivation impacts productivity, while an organisational development specialist might study how communication and decision-making impact team performance.
2. Both disciplines aim to improve the functioning and performance of organisations.
Both organisational behaviour and organisational development are concerned with finding ways to improve the functioning and performance of organisations. An organisational behaviour specialist might suggest ways to improve motivation and productivity, while an organisational development specialist might help an organisation redesign its structure to improve communication and decision-making.
3. Both disciplines involve the use of data and research.
Both organisational behaviour and organisational development rely on data and research to inform their approaches and interventions. An organisational behaviour specialist might use survey data to understand employee motivation, while an organisational development specialist might use case studies to understand how similar organisations have successfully implemented changes.
Three Differences:
1. Organisational behaviour focuses on understanding and managing individual and group behaviour, while organisational development focuses on creating plans for long-term organisational improvement.
One key difference between organisational behaviour and organisational development is the focus of their work. Organisational behaviour tends to focus on understanding and managing individual and group behaviour within organisations, while organisational development focuses on the overall development and improvement of the organisation as a whole.
For example, an organisational behaviour specialist might study how motivation impacts productivity and suggest ways to improve motivation within an organisation. On the other hand, an organisational development specialist might help an organisation redesign its structure to improve communication and decision-making.
2. Organisational behaviour tends to focus on the present, while organisational development looks to the future.
Another difference between the two disciplines is the time frame they focus on.
Organisational behaviour often involves analysing current behaviours and finding ways to improve them, while organisational development involves creating plans for long-term growth and sustainability.
For example, an organisational behaviour specialist might study how team dynamics are impacting productivity in the present and suggest ways to improve team functioning. An organisational development specialist, on the other hand, might help an organisation create a five-year plan to improve its overall competitiveness.
3. Organisational behaviour tends to focus on individual and group behaviour, while organisational development focuses on the organisation as a whole.
A third difference between the two disciplines is the level of analysis. Organisational behaviour tends to focus on individual and group behaviour within organisations, while organisational development focuses on the organisation as a whole.
For example, an organisational behaviour specialist might study how communication patterns within a team impact team performance, while an organisational development specialist might study how an organisation's structure and culture impact overall performance.
Conclusion:
In summary, organisational behaviour and organisational development are two closely related fields that both involve the study of human behaviour within organisations and aim to improve the functioning and performance of organisations.
Organisational behaviour is a discipline that focuses on understanding and managing individual and group behavior within organisations. It involves the use of theories, concepts, and tools from sociology, psychology, and other related fields to understand how people behave within organisations and how these behaviours can be managed and improved.
Organisational development is also a discipline that involves the study of organisations and how they can be improved. It involves the use of planned interventions or changes to improve the overall functioning and performance of organisations. Organisational development specialists often use a variety of approaches, including action research, case studies, and participatory methods, to understand and improve organisations.
Overall, both organisational behaviour and organisational development are disciplines that involve the study of human behaviour within organisations and aim to improve the functioning and performance of organisations. However, they approach these goals from different angles and focus on different aspects of organisational functioning.