Practicing Organization Development (A guide for Consultants) - Part 38 pdf
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...
Ngày tải lên: 02/07/2014, 02:20
Practicing Organization Development (A guide for Consultants) - Part 15 pdf
... matu- rity of their workforce practices; (2) guide a program of continuous workforce development; (3) set priorities for immediate actions; (4) integrate workforce devel- opment with process improvement; ... work envi- ronment, communication, staffing, managing performance, training, compen- sation, competency development, career development, team building, and culture development. The...
Ngày tải lên: 02/07/2014, 02:20
Practicing Organization Development (A guide for Consultants) - Part 18 pdf
... Non-profit 12 Europe 4 >16 years 31 Other 3 Education 5 Other 8 *N = 364 10_96 2384 ch05.qxd 2/3/05 12:01 AM Page 142 146 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION Table 5.3. Pooled-Item ... 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...
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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...
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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...
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Practicing Organization Development (A guide for Consultants) - Part 42 pdf
... both participants and the OD consultant be highly skilled at offer- ing and receiving feedback. 384 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION 22_96 2384 ch15.qxd 2/3/05 12:23 AM Page 384 • ... their val- ues, and other issues. Participants work in small groups of eight to twelve people for periods ranging from three days to two weeks. In OD’s early years, T-groups 382 PRACT...
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Practicing Organization Development (A guide for Consultants) - Part 73 pdf
... for personal transforma- tion, 393–394; described, 389 –390; personal development using, 386 387 ; STRIPES approach to, 390–391 Code of Ethics, 500–501 Cognitive dissonance, 384 Collaborative online ... 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...
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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...
Ngày tải lên: 02/07/2014, 02:20