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In an attempt to dispel the confusion that has arisen about the conceptualization and practice of organization development (OD), it is here compared with a more familiar strategy for change in organizations-management development. This comparison is made with respect to six dimensions: reasons for use, goals, typical interventions, time frame, staff requirements, and values. The author concludes that the organization of today needs both strategies and that they are, in fact, complementary. Management development is conceived to be one of several interventions available in an OD effort.
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W. Warner Burke (1971) studied this question.
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