OD and change management both address the effective implementation
of planned change. They are both concerned with the sequence of activities,
processes, and leadership issues that produce organization improvements. They differ,
however, in their underlying value orientation. OD’s behavioral science foundation
supports values of human potential, participation, and development in addition to performance and competitive advantage. Change management focuses more narrowly
on values of cost, quality, and schedule.As a result, OD’s distinguishing feature is its
concern with the transfer of knowledge and skill so that the system is more able to
manage change in the future. Change management does not necessarily require the
transfer of these skills. In short, all OD involves change management, but change management
may not involve OD.