一個組織發展的論點是主張有計劃及有系統的在組織中運用行為科學的原則和操作，以謀組織的發展。此種論點相信協力及合作的方法比交易及政治的方法，更能解決組織裏的問題，也更能提昇組織效力和個人滿足。 但是，作者持不同的看法。作者認為在組織發展中，凡計劃性的教導、學習與變革，均會引起組織中個體行為和集體行為的抉擇和得失，因而產生衝突和交易的政治問題；而且在過程中，我們更易發現組織中的權力所具有的多元性、複雜的互動性、不均等的分配性、善變性、與組織結構間的相關性、主觀的察覺性，有限性、及非零和性。此外，這些現象也將令組織發展在個人方面、組織方面、診斷與處方方面，顯出其在基本假定上的不足和執行上的無能。是以作者主張以政治性的組織發展取代中立性的組織發展，進而建議組織中所有的成員，扮演追求、維持及運用權力的角色，並應用道德的組織政治行為，以同時提昇個人及組織的效力。

The general argument for organization development asserts that a planned and systematic application of principles and practices in behavior science is required for organization development. It assumes that collaboration and cooperation is a better way to solve problems in organization and increase both organizational efficiency and individual well-being than bargaining and politics. Contrary to the above argument and assumption, this article asserts that a planned teaching and learning, and reform as a process of organizational development will bring about some political problems involving choice and decision, gain and loss, conflict and bargain in both individual and collective behaviors. It also maintains that the process will more easily reveal various characteristics of powers in organization: their multiplicity, their complexity and interplay, their unequal distribution, their volatility, their relevance for organizational structures, their being subjectively perceived, their limitation, and their being non-zero-sum game. In addition, it critically examines the insufficiency of the fundamental assumptions of the theories of organization development on the dimensions of the individual. the organization, diagnosis and prescription. Finally, on the basis of the claim that the political approach is more important and useful than that of neutral organization development, this author suggests that members of organizations should play the role of seekers, holds and exercisers of power and use the ethical-political organizational behaviors to enhance both individual and organizational efficiency.