组织发展(Organization Development,OD)兴起于公元1940年代，主要推动者是李文(Kurt Lewin)教授。组织发展融会相关学科知识，提出组织是应现代社会环境快速变迁的因应技术，及「干预技术」(interventions)。 组织发展理论的源起，一方面是因为组织得适应不断变迁的环境，而强调「计划变迁」策略的运用，和实现组织目标的大前提之下，可以提供个人自我实现的机会，让个人目标、组织目标互相协调。另一方面则是由于受到李文教授所领导的「实验室训练法」、「调查研究和回输方法」两项冲击。

the efforts ,behaviour,performance of an employee in any organization for there growth is known as Organization development(OD).

Organization development (OD) is a field of research, theory and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance. OD emerged out of human relations studies in the 1930s, during which psychologists realized that organizational structures and processes influence worker behavior and motivation. More recently, work on OD has expanded to focus on aligning organizations with their rapidly changing and complex environments through organizational learning, knowledge management and transformation of organizational norms and values. Key concepts of OD theory include: organizational climate (the mood or unique “personality” of an organization, which includes attitudes and beliefs that influence members’ collective behavior), organizational culture (the deeply-seated norms, values and behaviors that members share) and organizational strategies (how an organization identifies problems, plans action, negotiates change and evaluates progress).