Short-run Versus Long-run Organizational Development (OD) trend.

You "cover all of the bases" here with reference to the orthodox, traditional definition of OD.  As we move through our course, your humble servant here has a problem with the traditional OD focus.  It goes this way.  OD, it appears, as defined traditionally, assumes job tenure long enough for people to form teams.  What form does OD take when job tenure disappears, the social contract between employer and worker disappears, and workers change jobs every 3-5 years now on average?  In short, how do we conduct OD within short-term time frames - instead of this industrial model in our textbook?  The answer is coaching of individual star workers who give us competitive edge.  This comes from Prof. Jerry Apps at the University of Wisconsin - Madison, a world expert on adult education and leadership.  I concur with him.  Dr. Rux