Practicing Organization Development (A guide for Consultants) - Part 25 ppsx
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 10 ppt
... known for her co-invention of whole-scale-change methodolo-gies and especially for her belief in empowerment. Peter says:“A core strategy for building emotional commitment to implemen-tation ... AM Page 6362 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITIONExhibit 2.2. Distinctions Between Organization Change and TransformationChange Transformation• Single-loop learning (adapative; ... or enterprise-wide change efforts can use it—especially inongoing, engaging change; and/or• Network, community, or trans -organization development efforts canemploy it.MODELS FOR CHANGE 6307_962384...
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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 14 pptx
... are several:• Organization development is a long-term effort led and supported bytop management, to improve an organization s visioning, empower-ment, learning, and problem-solving processes, ... thought and action in organizations (pp. 129–169). San Francisco:Jossey-Bass.French, W.L., & Bell, C.H. (1999). Organization development: Behavioral science interven-tions for organization improvement ... Bell, 1999).• “OD is an organization- wide effort, managed from the top, to increasean organization s effectiveness and health through planned interven-tions in the organization s processes,...
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Practicing Organization Development (A guide for Consultants) - Part 15 pdf
... motivation of theworkforce.It is intended to help the software organizations to (1) characterize the matu-rity of their workforce practices; (2) guide a program of continuous workforce development; ... their workforcepractices. The P-CMM focuses on improving practices related to the work envi-ronment, communication, staffing, managing performance, training, compen-sation, competency development, ... the organization installs thediscipline of performing basic practices for managing its workforce. In maturingto the defined level, these practices are tailored to enhance the particular knowl-edge,...
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Practicing Organization Development (A guide for Consultants) - Part 16 pps
... companies:Post-Audit Scenario: Organization 1. Soon after the audit, the managementheld a number of meetings and a final action plan was formulated. Although128 PRACTICING ORGANIZATION DEVELOPMENT, ... in your organization? • What do you think are the ways in which line managers can per-form more development roles?3. Workshop. In some cases, large-scale workshops are substituted for individual ... theenvironment, and so forth.Post-Audit Scenario: Organization 2. This company had shown substantialchanges in a three-year post-audit period. The current situation was character-ized as follows:•...
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Practicing Organization Development (A guide for Consultants) - Part 18 pdf
... of Instill responsibility for followthroughchange (3)changeInvolve participants so they begin to own the processBe comfortable Be comfortable 2 Be comfortable Perform effectively in an atmosphere ... conduct transorganizational development Demonstrate ability to conduct community development Consider creative alternatives (?)Create an Participatively 5 Participatively Co-create an implementation ... analy-ses. The table presents the two or more cluster name(s) and the number ofitems for each cluster where the cluster labels were similar. It then presents the144 PRACTICING ORGANIZATION DEVELOPMENT, ...
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Practicing Organization Development (A guide for Consultants) - Part 19 docx
... practice OD. For some that willmean deep therapy; for others, a T-group experience will be amazingly insight-ful; and for still others, journaling will represent a profound journey into self-awareness. ... in part, the extent to which these valued outcomes are achieved. If practitionersunconsciously position themselves as experts, inappropriately substitute self- development for organization development, ... human relations influence in orga-nization theory (Scott, 198 1) and had a strong personal growth component. Itexpanded in the 197 0s and 198 0s to embrace more content-oriented concernsfrom work...
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Practicing Organization Development (A guide for Consultants) - Part 25 ppsx
... marketing. There must be a pre-existing need for exam-ple, sales development or leadership improvement are always needed—or aneed you can create such as satisfying employees before satisfying the customer.Since ... inter-views can last for an hour), follow these rules:• Provide the interviewer and/or segment producer with detailed back-ground about you, including pronunciation of your name, and key “talk-ing ... from top-performing organizations isthat they want me to help them retain key talent, not throw it away. SoMARKETING OD 21914_962384 ch08.qxd 2/3/05 12:17 AM Page 219was launched for me when...
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Practicing Organization Development (A guide for Consultants) - Part 36 ppsx
... and other organizations(transorganizational interaction), individual development, interpersonal devel-opment, intra-team and inter-team development, or role development. Thesetargets for evaluation ... WorkGroupWithSupervisorWithJobWithCompanyJobEffectivenessGeneralPerformanceContactFrequencyLeaderPerformanceQuality ofMeetingsNumberor Lengthof MeetingsGroupPerformanceEconomicOutcomesPerformance LeaderPerformanceEconomicPerformancesPerformanceRatingsSatisfactionWorkforceCharacteristicsGroup Organization IndividualOutcomeVariables18_962384 ... scienceinterventions for organization improvement (2nd ed.). Englewood Cliffs, NJ:Prentice-Hall.French, W.L., & Bell, C.H., Jr. (1995). Organization development: Behavioral scienceinterventions for organization...
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Practicing Organization Development (A guide for Consultants) - Part 51 ppsx
... outcomes (for all involved parties) max-imized. This section looks at past and future methodologies that address thesequestions and inform and guide practice.472 PRACTICING ORGANIZATION DEVELOPMENT, ... Sullivan, &McLean, 1995). The Organization Development Institute (ODI) and Organization Development Network (ODN) collaborated in the 1980s and published guide- lines for their members. There have ... affirmative approach to change that enables full-voice appreciative participation that taps the organization s positive change core474 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION28_962384 ch20.qxd...
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