Notice of RetractionOrganization development in organizational changing environment

Notice of Retraction

After careful and considered review of the content of this paper by a duly constituted expert committee, this paper has been found to be in violation of IEEE´s Publication Principles.

We hereby retract the content of this paper. Reasonable effort should be made to remove all past references to this paper.

The presenting author of this paper has the option to appeal this decision by contacting TPII@ieee.org.

More than 30 years ago came the birth of a new discipline; called organizational development ... It is in fact the subject of change management, which is of profound interest to management scholars as well as to consultants who see organizational performance as the sum of individual performance [1]. The focus of this paper is on the role of Organization Development (OD) the large changing environment of an organization, and how change management strategies help leaders of organizations to achieve desired business objectives, which may ultimately dictate a merger or acquisition, a downsizing, or similar systemic change in order to maintain the organization´s viability. Organization Development practitioners are typically involved early in these types of change processes, working with senior management to incorporate change management techniques at the systems level. In addition to exploring the history and current state of Organization Development and the role of the practitioner, the paper examines the implications of organizational change in business and educational settings, presents models and systematic approaches for dealing with change and transition, and examples of how planned, strategically-focused change management processes can result in successful outcomes.