The awareness of one's own stereotypes lies outside one's own interests
It has been over three and a half years since we started a study group to learn about organizational development (OD) from original texts.
This is the fifth book.
Until now,
"Learning about OD from an OD perspective"
The books were selected based on this concept.
It was a place to learn more about OD,
This time, we are going to change direction a little and focus on the adjacent field of OD.
"Learning about OD from the perspective of L&D (HRD)"
The books were selected based on this concept.
How is OD shifting from the perspective of L&D (HRD)?
How can we effectively utilize OD in L&D (HRD)?
I hope this will be a place where people can learn and deepen their understanding of this.
So the books I selected this time are
is.
My career background is as a software development engineer.
With just the keyword "computer" in mind, I jumped into the world of software development.
I have been involved in creating the intangible thing known as "software" for a long time.
I was drawn to the world of organization development (OD) because I wanted to learn how people working in manufacturing sites
We need to communicate more actively, complement each other more,
If we build a relationship of mutual improvement and work together,
I'm sure the people who work there will be able to demonstrate their value even more,
I am sure that we will be able to co-create new value together and do lively, fulfilling work.
I believed that OD had the great power and potential to make this happen.
Above all, I believe that the people working on the front lines are the source of value creation for an organization.
I hated the idea of people like that being exploited and forgotten without ever realizing their worth.
I felt like something important to me was being trampled on and my dignity was being lost.
Each and every person working at the site takes pride in their work and its value,
We want to create an environment (organization) where people can live vibrantly and true to themselves and fully demonstrate their value.
As someone involved in manufacturing, I very strongly hope for this.
OD was simply the means, the tool, to achieve this.
I have no work experience in "personnel," "L&D," or "HRD."
I don't have the knowledge either.
From the (intangible) world of manufacturing, I suddenly jumped into the world of OD.
Since then, I have learned about OD from an OD perspective and through various experiences and experiences.
I am proud of the fact that I have improved myself,
He said he had no understanding of the differences between the worldviews of "L&D," "HRD," and "OD."
I am now realising my own ignorance.
"L&D", "HRD" and "OD" are adjacent fields with many commonalities.
I thought they were similar, but actually, from the genealogy of their origins
The assumptions and mindsets of the two are completely different.
I learned about this through a book called "ATD's Organization Development Handbook."
Although both of them are concerned with people,
HRM/D is Institutional Education .
Its purpose is to provide people with the opportunity to acquire skills and abilities, such as through certification of skills and qualifications.
On the other hand, OD is Organization Learning .
Our purpose in existence is to provide a place and opportunity for people and organizations to grow .
And the most striking difference is that HRM/D does not target groups or groups.
The point is that it is aimed at individuals only.
Therefore, the concept of "group dynamics" does not exist in HRM/D.
This was the first time I learned this.
I arbitrarily apply HRM/D to groups and teams as well.
By providing some kind of education there,
It provides opportunities for the development of skills and capabilities that promote collective growth and collaboration.
That's what I thought.
What made me realize my fixed ideas and preconceptions was
It was something outside of my interests.
Even if you only learn from what interests you,
I learned vividly that new perspectives, discoveries, and ideas do not just come to you.
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