Practicing Organization Development (A guide for Consultants) - Part 36 ppsx

... 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 to assist in workforce plann...

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... your help to XXVI 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 xxii Church) and the U.S. Army eagerly embraced organization development to help them ... about organization change and development and that it will be of great assistance to change prac- titioners and organization leaders entrusted with growth, development,...

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... change efforts. Practicing Organization Development: A Guide for Consultants (2nd ed.) is about facilitating these and other organizational changes. But this book is not about just any type of organizational ... each step in the planned change model; 2 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION 04_ 9623 84 intro.qxd 2/3/05 12:02 AM Page 2 CHAPTER ONE Organization Deve...

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... short, 12 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION 06_962384 ch01.qxd 2/3/ 05 12:01 AM Page 12 • Organization development is a top-management-supported long-range effort to improve an organization s ... facilitate or manage the change. ORGANIZATION DEVELOPMENT 15 06_962384 ch01.qxd 2/3/ 05 12:01 AM Page 15 ORGANIZATION DEVELOPMENT 11 Exhibit 1.1. A Worksheet for...

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... interventions fail. Organization Development Journal, 21(1), 72 . Zaltman, G., & Duncan, R. (1 977 ). Strategies for planned change. New York: John Wiley & 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. Re...

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... 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 63 62 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION Exhibit 2.2. Distinctions Between Organization Change and Transformation Change Transformation • Single-loop learning (ad...

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... roadmap for the issues to consider when launching a change effort. He labels it tactical because of his belief that most 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 org...

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... are several: • Organization development is a long-term effort led and supported by top 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 org...

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... motivation of the workforce. 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 workforce practices. The P-CMM focuses on improving practices related to the work envi- ronment, communication, staffing, managing performance, training, compen- sation, competency...

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... companies: Post-Audit Scenario: Organization 1. Soon after the audit, the management held a number of meetings and a final action plan was formulated. Although 128 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 substitute...

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... of Instill responsibility for followthr ough change (3) change Involve participants so they begin to own the process Be 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...

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... practice OD. For some that will mean 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 practitioners unconsciously position themselves as experts, inappropriately substitute self- development for...

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... marketing. There must be a pre-existing need for exam- ple, sales development or leadership improvement are always needed—or a need 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 y...

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... and other organizations (transorganizational interaction), individual development, interpersonal devel- opment, intra-team and inter-team development, or role development. These targets for evaluation ... Work Group With Supervisor With Job With Company Job Effectiveness General Performance Contact Frequency Leader Performance Quality of Meetings Number or Length of Meetings Group Perfor...

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... outcomes (for all involved parties) max- imized. This section looks at past and future methodologies that address these questions 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...

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