An OD solution works to clarify the feelings, relationship, and the culture of an organization. When organizations have extrinsic problems, the cause can be from a lack of skills and knowledge, inappropriate or misunderstood procedures or a lack of data for good decision making judgment. An ISD, IEM, TQM solution are all reasonable for task and function-based problems. New systems, improved process procedures, role clarity and enhanced skill and knowledge can turn an average organization into one that is high-performing. At the deepest level of our model is the systemic dimension.
Systemic problems are typically severe enough to warrant significant radical change.
OD, ISD, IEM, and TQM solutions too often fail because they attack the symptoms, not the problem. As the change agent delves deeper, however, it becomes obvious that problems such as poor communication or unclear role expectations are rooted in defective organization-wide processes. When you are tasked to help an organization define what kind of change is required, you must start with what people can hear. You can't assume the solution required is an OD solution or a BPR solution. You acknowledge the problem as they see it, then you collect data exploring all three dimensions of the model before selecting a solution.