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Workers participation and empowerment is apparent whereby they are more involved in decision making process, can set own goals and solve problems through action learning (Dunton, 2008). Communication is open to all in the organization hence more commitment to planned programs and a basis for learning organization culture (Salem, 2008). Functional teams are emerging unlike in the past where individual work was encouraged. The top management sets the vision, mission and objectives and the whole organizational is involved in ensuring they are met. Training and development of employees is also evident. Organizations are transforming into learning organizations. A culture of learning through mistakes is also encouraged as opposed to punishing employees for making mistakes hence hindering learning. Total quality management techniques are also emerging and use of internal and external consultants to help the management through change process. Appreciative inquiry method of management is being embraced in organizations to support positive culture (Faure, 2006).
The economy is becoming more globalized, workforce more dynamic and educated and environmental responsibility is on the rise. In future organizational development therefore will be more technologically enabled. Organizations will be involved in more networking and e-commerce and have greater productivity. For example, the organization will be able to serve more customers and employees can work from anywhere through use of technology. There will be more innovations and learning and client base will be diverse due to development in information and technology. Organizational development practitioners will require more competence to deal with diverse clients and cross-cultural teams. Transformational leadership will be required to deal with the emerging issues.
Change is inevitable in
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