What best characterizes the relationship between organizational development and employee well-being?

The relationship between organizational development and employee well-being is best characterized as supportive. This perspective emphasizes that effective organizational development strategies are designed to enhance not only the performance and efficiency of the organization but also the overall satisfaction and health of its employees.

Supportive organizational development practices, such as employee engagement initiatives, leadership training, and career development opportunities, contribute positively to employee morale and well-being. When employees feel supported in their roles and have opportunities for growth, their job satisfaction increases, leading to better performance and a more positive workplace culture.

Furthermore, an organization that prioritizes employee well-being as part of its development strategies demonstrates a commitment to creating a healthy work environment. A supportive approach fosters stronger relationships between management and employees, encourages open communication, and helps address issues that may hinder employee satisfaction, ultimately benefiting both the organization and its workforce.

In contrast, a relationship that is adversarial, detrimental, or neutral would not yield the same positive outcomes and would likely fail to align the goals of organizational development with the well-being of employees. Hence, the supportive nature of the relationship is crucial for bringing about mutually beneficial improvements within the workplace.