Practicing Organization Development (A guide for Consultants) - Part 73 pdf
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 to
assist in workforce plann...
Practicing Organization Development (A guide for Consultants) - Part 3 pptx
... your help to
XXVI FOREWORD
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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,...
Practicing Organization Development (A guide for Consultants) - Part 4 pot
... 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...
Practicing Organization Development (A guide for Consultants) - Part 5 ppt
... short,
12 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION
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• Organization development is a top-management-supported long-range
effort to improve an organization s ... facilitate or manage the
change.
ORGANIZATION DEVELOPMENT 15
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ORGANIZATION DEVELOPMENT 11
Exhibit 1.1. A Worksheet for...
Practicing Organization Development (A guide for Consultants) - Part 7 potx
... 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...
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 63
62 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION
Exhibit 2.2. Distinctions Between Organization Change and Transformation
Change Transformation
• Single-loop learning (ad...
Practicing Organization Development (A guide for Consultants) - Part 11 potx
... 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...
Practicing Organization Development (A guide for Consultants) - Part 14 pptx
... 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...
Practicing Organization Development (A guide for Consultants) - Part 15 pdf
... 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...
Practicing Organization Development (A guide for Consultants) - Part 18 pdf
... 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...
Practicing Organization Development (A guide for Consultants) - Part 31 pdf
... OD efforts and plan future actions before,
during, and after assessments to provide excellent information for eval-
uating the results of OD efforts. This purpose, of course, favors well-
planned ... information that
results in a merger, inter -organization effort, or cross-cultural project
being successful;
• The elation and value that come from discovering through an assess-
ment that ef...
Practicing Organization Development (A guide for Consultants) - Part 38 pdf
... consider where to house the organization s data.
Many organizations keep their information decentralized. In some cases, infor-
mation is kept from other parts of the organization. Creating a whole ... increase in cus-
tomer intention-to-return. This 3 percent increase in customer intention-to-return
may then lead to a 4 percent increase in actual customer retention and a 2 per-
cent increa...
Practicing Organization Development (A guide for Consultants) - Part 39 pdf
... by trying things out, and to trans-
form itself continually;
• The encouragement of both intra-organizational and boundary-span-
ning (for example, outside the organization) dialogue;
• The tolerance ... (2002). Organization development and the bottom line:
Linking soft measures and hard measures. In J. Waclawski & A.H. Church (Eds.),
Organization development: A data-driven appro...
Practicing Organization Development (A guide for Consultants) - Part 42 pdf
... Not every organization is ready for T-groups;
• T-groups seem to work best with a minimum of eight and a maximum of
twelve participants—which raises the cost-effectiveness question, espe-
cially ... Mentoring
Ironically, the deeper the personal development goes in a mentoring relation-
ship, the more risky it becomes. Above-the-waterline conversations are safer
for both parties. Neith...
Practicing Organization Development (A guide for Consultants) - Part 73 pdf
... mod-
els for large-system, 433; organization,
21–23; reasons for failure of, 15–16; reasons
for rapid pace of, 13–14; self as instrument
in, 585–586fig; six key trends in, 12–13;
strategy for, ... inquiry, 532–533
Clearinghouse for Information About Ethics
and Values in Organization and Human Sys-
tems Development, 498
Cleveland Clinic Foundation, 96
Client-consultant relationshi...
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