In a fast paced economy, an organization needs to be able to adapt rapidly to both the external and the internal factors

in order for it to be successful. Consequently, those organizations with the most effective implementation of Organizational Development (OD) are more likely to be triumphant. Organization Development is a body of knowledge and practice that enhances organizational performance and individual development, viewing the organization as a complex system of systems that exist within a larger system, each of which has its own attributes and degrees of alignment.1 As such, a good leader is one that can influence his/her employees to expand their candidness with each other and to encourage constructivism learning within it. In eastern countries, for example, employees are less inclined to take responsibility for their actions, which causes a chaotic style of working for managers, in which employees would ask their advice/permission for expenditures of as little as 1 Euro. In western countries, on the other hand, although employees appear to be more inclined into taking responsibility for their actions, this is only because the organization functions on a set of predefined rules and standard operating procedures (SOP) which everyone follows, which in my opinion, takes away their ability to think, and consequently, as Plato argues, to exist. The most effective style is one that is partly eastern and partly western, giving employees SOPs but allowing them the freedom to change and adapt them according to situations, whilst learning from their mistakes and discussing major changes with their superiors who encourage feedback from both sides.

1 Matt Minahan, MM & Associates, Silver Spring, Maryland