Laura L. Bierema. (2010). Implementing a Critical Approach to Organization Development. Malabar, FL: Krieger Publishing Company. 176 pp. ISBN: 978-1-57524-266-8 (hardcover) In a global economy that has been reeked with volatility, theorists and practitioners in the field of organization development (OD) have struggled in recent years to find strategies and solutions to effectively cope with the radical changes that have impacted organizations and institutions at the individual, group, and system levels. In Implementing a Critical Approach to Organization Development, Bierema takes a critical approach to analyzing change and development within the organization, and critically analyzes the impact such organizations have on the various stakeholders as they attempt to grapple with these changes. It customary for those involved in the work of OD to focus primarily on complex interventions needed to improve organizational efficiency and effectiveness. Bierema's critical approach to OD a departure from the traditional approach. While seeking to enact changes through appropriate interventions, Bierema's approach challenges OD practitioners, human resource specialists, and adult educators to ensure the democratic, responsible, and ethical, and the interests of affected stakeholders are given due consideration. In organizations' efforts to remain profitable, organizational policies and strategies sometimes hurt the most vulnerable in society. Bierema argues that OD practitioners must pursue ethically and socially responsible interventions, and provides a framework for how this critical approach to OD can be practiced and structurally integrated. In a world of constant change, OD the discipline that facilitates planned changes within organizations. According to Bierema, a core value and philosophy of OD is to improve workplaces, individuals, and groups that populate them from its inception (p. 1). In Chapter 1, the author contends that OD professionals, human resource practitioners, and adult educators have the responsibility to implement the kind of changes and interventions that will promote justice and a democratic OD process (p. 2). In Chapter 2, Bierema provides a framework for her critical approach to OD. This approach influenced by critical management studies, feminist theory, critical human resource development, critical cultural analysis, and critical interpretive approach. Here, she argues that critical OD practice results in greater social responsibility, and a that more democratic, ethical, and attentive to the interests of all stakeholders. In Chapter 3, Bierema discusses the different types of consultants and makes the distinction between traditional OD consultants and critical OD consultants. Consultants are hired to forge positive and mutual relationships with the clients that results in improved performance or greater operational efficiencies. …