Can Team Building Increase Productivity? or How Can Something That Feels So Good Not Be Worthwhile?

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Abstract
It is argued that effects of OD interventions depend on the type of product an organization is concerned with (end vs. process), the type of organiza tion (input us. output focused), and the field of forces in the situation (driving vs. restraining). OD results depend on accuracy of a system analysis, intervening in the correct place, and getting people to believe that positive effects will result. Those involved are classed as "troops," "managers," "resisters," "scientists," and "action researchers." OD practitioners should try to act as action researchers. Key evaluation questions are "What really happened?" "What has been learned?" and "Did the boss like it?"

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