Practicing Organization Development (A guide for Consultants) - Part 23 pot
Practicing Organization Development (A guide for Consultants) - Part 75 pps
... addi-tion to the achievement of a pre-stated goal. Usually contrived—undertaking a desert expedition, for example—this type of learning method offers an engaging means for participants to demon-strate ... method for focusing specifically on his or her own behav-ior. Instruments also are used to obtain information that will serve as a basis for change and toassist in workforce planning efforts. ... is investing heavily in e-instruments. Electronic instrumentationprovides effortless distribution and, for larger groups particularly, offers advantages over paper-and-pencil tests in the time...
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Practicing Organization Development (A guide for Consultants) - Part 3 pptx
... your help toXXVI FOREWORD 03_ 96 238 4 flast.qxd 2 /3/ 05 12:15 AM Page xxvi 03_ 96 238 4 flast.qxd 2 /3/ 05 12:15 AM Page xxiiChurch) and the U.S. Army eagerly embraced organization development to helpthem ... about organization change and development and that it will be of great assistance to change prac-titioners and organization leaders entrusted with growth, development, and per-formance of organizations. ... it should be changed from Practicing Organization Develop-ment: The Change Agent Series for Groups and Organizations” to the “Practic-ing Organization Change and Development Series.” While...
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Practicing Organization Development (A guide for Consultants) - Part 4 pot
... change efforts. Practicing Organization Development: A Guide for Consultants (2nd ed.) isabout facilitating these and other organizational changes. But this book is notabout just any type of organizational ... each step in theplanned change model;2 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION 04_ 9623 84 intro.qxd 2/3/05 12:02 AM Page 2CHAPTER ONE Organization Development William J. Rothwell and Roland ... resources can also be found at the Practicing Organization Changeand Development website (www.PracticingOD.com).HOW IS THIS EDITION OF PRACTICING ORGANIZATION DEVELOPMENT SIMILAR TO AND DIFFERENT...
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Practicing Organization Development (A guide for Consultants) - Part 5 ppt
... short,12 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION06_962384 ch01.qxd 2/3/ 05 12:01 AM Page 12• Organization development is a top-management-supported long-rangeeffort to improve an organization s ... facilitate or manage thechange. ORGANIZATION DEVELOPMENT 15 06_962384 ch01.qxd 2/3/ 05 12:01 AM Page 15 ORGANIZATION DEVELOPMENT 11Exhibit 1.1. A Worksheet for Reflecting on Your AssumptionsDirections: ... understand OD:• Organization development is an effort (1) planned, (2) organization- wide, and (3) managed from the top, to (4) increase organization effec-tiveness and health through (5) planned...
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Practicing Organization Development (A guide for Consultants) - Part 7 potx
... interventionsfail. Organization Development Journal, 21(1), 72 .Zaltman, G., & Duncan, R. (1 977 ). Strategies for planned change. New York: JohnWiley & Sons.38 PRACTICING ORGANIZATION DEVELOPMENT, ... Publishing,pp. 139–1 57. Vaill, P. (1996). Learning as a way of being. San Francisco: Jossey-Bass.Varney, G. (1 977 ). Organization development for managers. Reading, MA: Addison-Wesley.Worren, ... NostrandReinhold. ORGANIZATION DEVELOPMENT 37 06_962384 ch01.qxd 2/3/05 12:01 AM Page 37 AN OVERVIEW OF KEY MODELS FOR ORGANIZATIONAL CHANGEThe change models that we share rely primarily on a normative, re-educativeand...
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Practicing Organization Development (A guide for Consultants) - Part 11 potx
... roadmap for the issues to considerwhen launching a change effort. He labels it tactical because of his belief thatmost change efforts fail in execution.74 PRACTICING ORGANIZATION DEVELOPMENT, ... organizational change and develop-ment. Vol. 1. Greenwich, CT: JAI Press.French, W., & Bell, C., Jr. (1990). Organization development: Behavioral science inter-ventions for organization improvement ... Feedback and organization development: Using data-based methods.Reading, MA: Addison-Wesley.Orlikowski, W.J., & Hofman, J.D. (1997). An improvisational model for change man-agement: The...
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Practicing Organization Development (A guide for Consultants) - Part 22 potx
... registry of organization development professionals and organization development handbook. Chesterland, OH: Organization Development Institute.Cummings, T., & Worley, C. (2005). Organization development ... protect participants from peer pressure and the lack190 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION12_962384 ch07.qxd 2/3/05 12:18 AM Page 190CHAPTER SEVENA Future-Responsive Perspective for ... Strategies and models. Reading, MA:Addison-Wesley.Beer, M. (1980). Organization change and development. Santa Monica, CA: Goodyear.186 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION11_962384 ch06.qxd...
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Practicing Organization Development (A guide for Consultants) - Part 23 pot
... support effective decision making for individuals, groups,teams, organizations, inter-organizations, and communities. Skills for rapid time-to-value decision-making models and methods.5. Strong ... multi-party, multi -organization, and total-system arrange-ments. OD needs to foster the capability to make collaborative decisions at theperiphery of organizations based on consistency with organizational ... participants. In view of these con-siderations, our design used an anonymous multi-voting process, and we pro-vided a discussion forum for dialogue among participants as concerns anddisagreements...
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Practicing Organization Development (A guide for Consultants) - Part 29 pot
... to launching because of the level of capa-bility or the real potential for resistive people to sabotage a change effort.256 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION15_962384 ch09.qxd ... situation and led to contracting for a different initial phase of work to deal with the differences and build con-sensus for any change.254 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION15_962384 ... culture (for exam-ple, coalitions, dependencies, tradeoffs, deals, and incentives).Powerful people attain their status through formal and informal means (for example, position, information,...
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Practicing Organization Development (A guide for Consultants) - Part 32 potx
... open in face-to-face interviews and communicate things that cannot be pickedup in questionnaires.The most frequently used methods of data collection are available informa-tion (an organization s ... used for helpful and not harmful pur-poses, and to understand how to interpret and best utilize the informa-tion. For example, it may be helpful to point out that it is important tolook for ... often precedesa formal assessment. It could include, for example, studying past and presentinformation available on the organization, including information published by orabout an organization, ...
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Practicing Organization Development (A guide for Consultants) - Part 53 pot
... by the Organization Development Network, the OD Institute, and the Clearinghouse for Information About Ethicsand Values in Organization and Human Systems Development have offered prac-titioners ... that OD practitioners, particularly internals, are similarlyembedded in a web of potentially conflicting relationships. Similar to our need496 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION29_962384 ... to customers primary.THE MEANING OF HUMAN SYSTEMS DEVELOPMENT Although the mental leap from organization development (OD) to human sys-tems development (HSD) can seem large, the conceptual leap...
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Practicing Organization Development (A guide for Consultants) - Part 55 pot
... no acci-dent that the ecology movement uses a vocabulary of “sustainability.” Seeingand living “whole systems” is a catalyst for personal and organizational trans-formation because participants ... planning departmentsof senior staffers, armed with tools such as SWOT analysis and Porter’s fiveforces model, divorced from the day-to-day operations of the organization, cranking out vinyl-bound ... important movements in the fieldof organization development large group interventions and appreciativeinquiry—to forge a new format for strategy formulation in organizations. As wewill show below, this...
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Practicing Organization Development (A guide for Consultants) - Part 61 potx
... creating mechanisms for self -organization whereappropriate is essential for long-term success. Collaborative platforms typ-ically can be configured to provide designated spaces for self-registrationinto ... science and the approaches that support healthy, pur-poseful group and organizational transformation. Web-based tools for conduct-ing surveys, 360-degree feedback, mind mapping, and brainstorming ... asynchro-nous tools. The most comprehensive approaches blend tools to create a seam-less flow among in-person, synchronous, and asynchronous online processes (for example, periodic face-to-face...
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Practicing Organization Development (A guide for Consultants) - Part 71 potx
... research, he has consulted for many organizations in the for- profit and not -for- profit sectors, including IBM,Levi Strauss, Raychem, Oracle for Small Business, Cisco Systems, Hewlett-Packard, Detroit ... HumanResource Development Award (1990), the Organization Development Profes-sional Practice Area Award for Excellence—The Lippitt Memorial Award—fromthe American Society for Training and Development ... management devel-opment director for The Franklin Life Insurance Company, at that time a whollyowned subsidiary of a Fortune 50 multinational company.Best-known for his extensive and high-profile work...
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Practicing Organization Development (A guide for Consultants) - Part 74 potx
... 21–23 Organization climate, 336 Organization Development and Consulting(Massarik and Pei-Carpenter), 318 Organization development evaluation model,331fig Organization Development Network, 498 Organization dynamics ... 296e–297e; sub-cultures and, 366, 372– 374. See also CultureOrganizational Development Network, 499–500Organizational feedback systems, 423Organizational health, 278, 372– 374 Organizations: ... survey-feedback-based skill devel-opment, 99–100; T-group, 87–88; 360-degree,99; traditional action research model onassessment and, 47–48Feedback and Organization Development: Using Data-Based...
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