The opportunities for future research regarding wholeness within the context of organizations are considerable. Varying theoretical and academic perspectives suggest that the “organizational wholeness” or “organizational health” is a phenomenon that is not fully understood and perhaps never will be through detached forms of inquiry. Questions such as: “What does it take to become whole again?” “How do organizations become whole?” or “How can organizations continuously promote a sense of wholeness?” provoke responses that are both multifaceted and highly complex. Wholeness surely applies to many levels and in many different dimensions that are not as yet fathomed. Compelling research possibilities include studying how wholeness is experienced on individual, organizational, and societal levels.
While wholeness exists in and on these various dimensions and levels, most illustrative definitions tend to offer static and superficial descriptions that limit the significance of its meaning for social scientific purposes. Further work should focus on elucidating new forms of description that further the understanding and presentation of wholeness in more interesting ways that that enlarges the body of knowledge about this topic and the field of Organizational Development in general.