Pay by the day or week [or month] is often mistakenly called reinforcement; its real function is to establish a standard of living from which the worker can be cut off
Apparently, OBM consultants would butt heads with OD consultants who conduct appreciative inquiry as a method of organizational intervention. There is a distinct difference in focusing on problems (OBM) versus affirming the "best of" what already exists within an organization (AI).
It’s important to understand WHY you want an intervention for your organization. As a leader, the impact of making consistent and genuine human connections with your staff compliments successful organization transformation-—more specifically, empowering employees to do/be their best, empowering them to change the system, and providing a clear vision to staff. Regardless of whether it's OBM, traditional action research methods, appreciative inquiry, the world cafe model, etc, ultimately, it is important to determine how and if your organization is open to be viewed in a new lens, change, adjust, and improve. What factors influence an organization's ability to be receptive to any form of intervention? As a researcher and potential organizational diagnosis consultant, what strategies and techniques do I use to be viewed as a person who will "do no harm" and have the "best of intentions" when critiquing their organization? OD integrates several qualitative research methods, e.g. ethnography, action research, participant observer, case study, etc. Perhaps OD is a compilation of the "best practices" of the most applicable research methods that fit into the organizational culture that is studied. It is our job as a researcher to determine what is "best."