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Preface | |
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Ancillaries | |
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What is Organization Development? | |
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Organization Development Defined | |
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Change Is a Constant Pressure | |
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What Organization Development Looks Like | |
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What Organization Development Is Not | |
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Who This Book Is For | |
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Overview of the Book | |
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Analyzing Case Studies | |
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Summary | |
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History of Organization Development | |
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Laboratory Training and T-Groups | |
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Action Research and Survey Feedback | |
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Management Practices | |
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Quality and Employee Involvement | |
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Organizational Culture | |
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Change Management, Strategic Change, and Reengineering | |
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Organizational Learning | |
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Organizational Effectiveness and Employee Engagement | |
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Summary | |
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Core Values and Ethics of Organization Development | |
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Defining Values | |
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Why Are Values Important to the OD Practitioner? | |
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Core Values of Organization Development | |
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Changes to OD Values Over Time and the Values Debate | |
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Challenges to Holding Organization Development Values | |
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Statement of Organization Development Ethics | |
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Summary | |
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Appendix | |
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Analyzing Opportunities for Organization Development Work at Northern County Legal Services | |
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Foundations of Organizational Change | |
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Levels and Characteristics of Organizational Change | |
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Models of Organizational Change: Systems Theory and Social Construction Approaches | |
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Organizations as Systems | |
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Organizations as Socially Constructed | |
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Summary | |
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The Organization Development Practitioner and the Consulting Process | |
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The Consulting Relationship and Types of Consulting | |
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The Organization Development Consulting Model | |
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OD Practitioners: Who Are They and Where Do They Work? | |
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The Organization Development Consulting Profession | |
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The OD Consulting Process and Action Research | |
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Summary | |
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Entry and Contracting | |
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Entry | |
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Contracting | |
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Summary | |
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Data Gathering | |
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The importance of Data Gathering | |
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Presenting Problems and Underlying Problems | |
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Data Gathering Process | |
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Data Gathering Methods | |
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Creating a Data Gathering Strategy and Proposing an Approach | |
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Ethical Issues With Data Gathering | |
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Summary | |
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Proposing a Data Gathering Strategy at Aero Tech, Inc. | |
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Diagnosis and Feedback | |
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Diagnosis: Discovery, Assessment, Analysis, and Interpretation | |
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Finding Patterns by Analyzing Data | |
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Interpreting Data | |
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Selecting and Prioritizing Themes | |
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Feedback | |
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Recognizing Resistance | |
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Ethical Issues With Diagnosis and Giving Feedback | |
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Summary | |
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Sorting Through the Data from Logan Elementary School | |
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An Introduction to Interventions | |
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Interventions Defined | |
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Why Interventions Fail | |
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Considerations in Selecting the Right Intervention Strategy | |
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Structuring and Planning Interventions for Success | |
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The Change Agent's Role in the Intervention | |
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Ethical Issues With Interventions | |
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Overview of Intervention Techniques | |
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Summary | |
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Individual Interventions | |
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Individual Change and Reactions to Change | |
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Individual Instruments and Assessments | |
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Coaching | |
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Mentoring | |
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360 Feedback | |
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Career Planning and Development | |
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Summary | |
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Individual Type Styles at the Parks Department | |
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Team Interventions | |
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Defining Teams | |
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What Makes a Successful Team? | |
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Special Types of Teams | |
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Team Development | |
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Team-Building Interventions | |
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Intergroup Interventions | |
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Summary | |
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Solving Team Challenges at DocSystems Billing, Inc. | |
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Whole Organization and Multiple Organization Interventions | |
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Characteristics of Contemporary Large-Scale Interventions | |
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Organizational Culture Assessment and Change | |
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Organization Design and Structure | |
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Directional Interventions | |
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Quality and Productivity Interventions | |
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Mergers and Acquisitions | |
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Transorganization or Interorganization Development | |
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Summary | |
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Reorganizing Human Resources at ASP Software | |
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The Future of the Crossroads Center | |
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Sustaining Change, Evaluating, and Ending an Engagement | |
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Sustaining Change After the Intervention | |
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Evaluation | |
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Ending an Engagement: Separation and Exit | |
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Summary | |
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The Future of Organization Development | |
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Increasing Complexity of Change | |
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Globalization | |
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Changing Workforce Demographics | |
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Changing Nature of Work | |
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The Current State of OD: Strengths, Weaknesses, and Opportunities | |
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Summary | |
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References | |
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Author Index | |
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Subject Index | |
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About the Author | |