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Organization Development |
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The Challenge for Organizations:The Growth and Relevance of OD
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OD: A Unique Change Strategy:OD consultants utilize a behavioral science base
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What an “ideal” effective, healthy organization would look like?:
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The Evolution of OD:Laboratory Training, Likert Scale, Scoring and analysis,
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The Evolution of OD:Participative Management, Quality of Work Life, Strategic Change
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The Organization Culture:Adjustment to Cultural Norms, Psychological Contracts
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The Nature of Planned Change:Lewin’s Change Model, Case Example: British Airways
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Action Research Model:Termination of the OD Effort, Phases not Steps
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General Model of Planned Change:Entering and Contracting, Magnitude of Change
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The Organization Development Practitioner:External and Internal Practitioners
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Creating a Climate for Change:The Stabilizer Style, The Analyzer Style
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OD Practitioner Skills and Activities:Consultant’s Abilities, Marginality
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Professional Values:Professional Ethics, Ethical Dilemmas, Technical Ineptness
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Entering and Contracting:Clarifying the Organizational Issue, Selecting an OD Practitioner
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Diagnosing Organizations:The Process, The Performance Gap, The Interview Data
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Organization as Open Systems:Equifinality, Diagnosing Organizational Systems
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Diagnosing Organizations:Outputs, Alignment, Analysis
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Diagnosing Groups and Jobs:Design Components, Outputs
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Diagnosing Groups and Jobs:Design Components, Fits
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Collecting and Analyzing Diagnostic information:Methods for Collecting Data, Observations
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Collecting and Analyzing Diagnostic information:Sampling, The Analysis of Data
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Designing Interventions:Readiness for Change, Techno-structural Interventions
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Leading and Managing Change:Motivating Change, The Life Cycle of Resistance to Change
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Leading and managing change:Describing the Core Ideology, Commitment Planning
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Evaluating and Institutionalizing Organization Development Interventions:Measurement
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Evaluating and Institutionalizing Organization Development Interventions:Research Design
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Evaluating and Institutionalizing Organization Development Interventions
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Interpersonal and Group Process Approaches:Group Process
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Interpersonal and Group Process Approaches:Leadership and Authority, Group Interventions
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Interpersonal and Group Process Approaches:Third-Party Interventions
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Interpersonal and Group Process Approaches:Team Building, Team Building Process
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Interpersonal and Group Process Approaches:Team Management Styles
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Organization Process Approaches:Application Stages, Microcosm Groups
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Restructuring Organizations:Structural Design, Process-Based Structures
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Restructuring Organizations:Downsizing, Application Stages, Reengineering
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Employee Involvement:Parallel Structures, Multiple-level committees
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Employee Involvement:Quality Circles, Total Quality Management
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Work Design:The Engineering Approach, Individual Differences, Vertical Loading
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Performance Management:Goal Setting, Management by Objectives, Criticism of MBO
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Developing and Assisting Members:Career Stages, Career Planning, Job Pathing
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Developing and Assisting Members:Culture and Values, Employee Assistance Programs
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Organization and Environment Relationships:Environmental Dimensions, Administrative Responses
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Organization Transformation:Sharing the Vision, Three kinds of Interventions
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The Behavioral Approach:The Deep Assumptions Approach
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Seven Practices of Successful Organizations:Training, Sharing Information
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Related Documents:
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