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Chapter 14
Questions to Consider
1. Is it sufficient to focus HRD efforts
on individuals, or should we also consider interventions at the group and organizational level?
Questions to Consider 2
3. Is it really possible to transform an
entire organization?
Implementation theory
How can change strategies be put into practice?
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Organization transformation Organization development Vision (beliefs, purpose, mission) Work setting (organizing arrangements, social factors, technology, physical setting)
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Behavior change
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Change Agent
Oversees the design of the strategy; bears ultimate responsibility Assists the change manager; facilitates the activities involved
Internal Change Agent (often an HRD professional) External Change Agent (consultant)
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The systematic collection of survey data Fed back to groups to promote problem solving and change A process to improve a groups problemsolving abilities Example: process consultation
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Team Building
Job Enrichment
Increasing responsibility, knowledge of results, and meaningfulness of work Compressed workweek Flextime work schedule
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Team members have authority to make decisions and regulate the teams activities
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(including Statistical Process Control) Programs/ways to reward, recognize, and celebrate quality achievements Strong quality communication efforts
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Basic components:
Interdependence among team members
to make important work decisions Individual members possess a variety of skills, so that they can perform multiple tasks The team receives regular performance feedback
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Efforts to change the values, norms, or ways of thinking in an organization Fundamental changes in the purpose or mission of an organization
Strategic Changes
and team-based Information Acquisition, Sharing, and Retention effective knowledge and information sharing HRM Practices all reinforce learning Organizational Culture promotes learning Leadership supportive (at all levels)
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emphasized
7. Collaboration, trust, and mutual support are present 8. Emphasis on strategic change management
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Human Process-Based: career development, coaching, orientation Technostructural: skills/technical training Sociotechnical: team and quality training Organization transformation: EAPs, management development
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Summary
Organization development can be difficult!
Reluctance/resistance to change
An appropriate model of change The appropriate methods/interventions A systems approach (e.g., high performance work systems, HRD process model)