File Name: organizational development and change .zip
- Essentials of Organization Development and Change
- ORGANIZATIONAL CHANGE AND DEVELOPMENT
- Leading Organizational Development and Change
Essentials of Organization Development and Change
Download Free PDF. Jeketule Soko. Download PDF. A short summary of this paper. While change is positive for organizations that are resilient and agile, organizations that are rigid and hierarchical in structure find it difficult to adapt to it. Catholic organizations find themselves in a state of rigidity and hierarchy.
The purpose of the study was to explore and evaluate the intervention measures employed by catholic organizations in Nairobi in responding to changes and whether such measures give the organizations resilience in the midst of turbulent environmental changes.
Specific objectives were to explore the major drivers of change affecting selected catholic organizations; examining if catholic organizations resist change and how such resistance if present is managed; exploring and evaluating kinds of interventions used which the selected catholic organizations use to manage change and finally to compare existing strategies used by catholic organizations with best practices and making necessary recommendations.
The study found out that change of leadership, technological and social cultural are the main drivers of change in the catholic organizations and that the majority of the members of catholic organizations resist change because of inertia and fear of loss of security.
The study also found out that those that excelled in managing organization change effectively, though a small percentage, used power sharing strategies which aim at empowering the people by promoting real understanding, communicating and involving them in the change process.
It was also found out that most of the changes affected people competences and least affected structures. Finally, it was found out that the majority of catholic organizations used force-coercion and rational strategies which led to the impact of change to be small scale and short term.
The following recommendations were made for catholic organizations: to deploy shared power strategies for best results in organizational change, to engage in succession planning and lastly, to have change agents that are always innovative in order to satisfy needs and preferences of customers at all times. Related Papers. By Jeketule Soko. By The Vimel. Managing organizational change a multiple perspectives. By Morteza Karimi. By Maharani Syahratu.
Human Aspects. By Juan Carlos Antunez Moreno. Download pdf. Remember me on this computer. Enter the email address you signed up with and we'll email you a reset link.
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ORGANIZATIONAL CHANGE AND DEVELOPMENT
The history of Organizational Development OD reveals a much older tradition of organizational science than the conventional wisdom would suggest. This period was not only highly experimental but established the principles of OD for much of the twentieth century. By the end of the twentieth century new images of OD had occurred and much of the earlier thinking had been transformed. This review illustrates some examples under a series of themes that have had a major impact on the discipline of OD and on the wider thinking of organizational theorists and researchers. Grieves, J. Report bugs here.
Organization Development & Change. 9e The Growth and Relevance of Organization Development publicationid__pdf; The Impacts of Constrained.
Leading Organizational Development and Change
Organization development OD is the study of successful organizational change and performance. OD emerged from human relations studies in the s, during which psychologists realized that organizational structures and processes influence worker behavior and motivation. More recently, work on OD has expanded to focus on aligning organizations with their rapidly changing and complex environments through organizational learning , knowledge management and transformation of organizational norms and values.
Principles and Contextual Perspectives
The premise of this paper is that planned organizational change, commonly known as organizational development, induces compliance and conformity in organizational members and thereby increases the power of management. These consequences occur because organizational development efforts create uncertainty, interfere with the informal organization, reinforce the position of management, and further entrench management purposes. These consequences occur regardless of the intentions of management and regardless of whether the goals of the organizational development intervention were achieved. Instead of examining these consequences, practitioners and theorists have engaged in self-deception and depoliticized the practice of induced organizational change by creating a field known as Organizational Development. Download to read the full article text. Albanese, R. Google Scholar.
It seems that you're in Germany. We have a dedicated site for Germany. Authors: Singh , Riann, Ramdeo , Shalini. This textbook covers the fundamentals of organizational development and change ODC theory while offering a comprehensive, structured, and systematic approach to guide change management strategies at the organization level. This textbook, the first to offer a macro-level perspective of ODC, provides students with the tools needed to be successful in implementing change into today's organizations.
Organization: Definition, Structure, Evolution 2. Please click button to get organization What Is Organization Development? T hinkforamomentabouttheorganizationstowhichyoubelong.
Organizational development is an often-heard term and a key organizational function. In this complete guide, we will take a closer look at a concept that many have heard of but are unfamiliar with. We will dive into what organizational development is, its goals, examples of common organizational development interventions and techniques, and the OD process.
It seems that you're in Germany. We have a dedicated site for Germany. This book focuses on human behavioural processes and describes them from an interdisciplinary perspective. It introduces readers to the main theories and approaches in the field of organisational development and change ODC , and discusses their relevance and purpose with a clear focus on improving how readers perceive and handle change. The book is tailor-made for business students without any background in the humanities, helping them to conceptualise organisational development and change, and to practically organise interventions to increase organisational effectiveness.