What are the differences between first-generation OD and second-generation OD? What are the major changes between these two generations of OD practice? What do you think have been the losses or gains in the second generation of OD practice?

1st generation: focused on individual growth through t-groups. management practices and employee involvement.
-action research, survey feedback, and sociotechnical systems.

2nd generation: emphasized larger, system-wide concerns such as culture, change management, and organizational development.

I believe there is a little big of both losses and gains. OD is not a one-size fits all approach. therefore different organizations require different aproaches. it is a gain in the sense that we have new experience and research programs, academics have built on the previous practices so they are new and improved. But it is a loss because maybe for a certain company a 1st generation OD practice would work best but it has been over looked or changed so much because of the 2nd generation "gains" they never try it out.