Abstract
We argue that academic descriptions of Organization Development (OD) found in textbooks and most journal articles have not kept pace with innovations in OD practice. A growing body of OD practice has, explicitly or implicitly, rejected the modernist assumptions underlying traditional OD in favor of post-modern assumptions about discourse, narrative and the importance of changing conversations for changing human systems. In this paper we identify some of these new OD practices, consider how they differ from traditional OD and how they adhere to traditional OD values and principles. We offer a definition for a new, post-modern form of organization development and criteria for categorizing post-modern OD. We conclude with a call for recognizing this bifurcation in OD practice and increased scholarly attention to and research on post-modern OD.
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