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"Organizational Development"
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Research in organizational change and development
This volume brings forth the latest scholarly work and practice in the fields of organization development and change. It is a resource for scholars who are interested in well-integrated reviews of the literature, advances in research methods, and ideas about practice that open new ways of working with organizations.
eBook
Value stream mapping : how to visualize work and align leadership for organizational transformation
\"The first of its kind--a Value Stream Mapping book written for those in service and office environments who need to streamline operationsValue Stream Mapping is a practical, how-to guide that helps decision-makers improve value stream efficiency in virtually any setting, including construction, energy, financial service, government, healthcare, R&D, retail, and technology. It gives you the tools to address a wider range of important VSM issues than any other such book, including the psychology of change, leadership, creating teams, building consensus, and charter development.Karen Martin is principal consultant for Karen Martin & Associates, LLC, instructor for the University of California, San Diego's Lean Enterprise program, and industry advisor to the University of San Diego's Industrial and Systems Engineering program. Mike Osterling provides support and leadership to manufacturing and non-manufacturing organizations on their Lean Transformation Journey. In a continuous improvement leadership role for six years, Mike played a key role in Square D Company's lean transformation in the 1990s\"-- Provided by publisher.
Book
Organisational development programmes and employees’ career development: the moderating role of gender
Purpose
This study aims to investigate the relationship between different organisational development programmes (360-degree feedback; Coaching; Job assignment; Employee assistance programmes; On-the-job training; Web-based career information; Continuous professional development; External education provision) and employees’ career development. The implications of the moderating effects of gender on the relationships between these eight organisational programmes and career development are assessed.
Design/methodology/approach
To examine hypothesised relationships on eight organisational programmes and career development, this paper computed moderated regression analyses using the PROCESS macro (3.5), for a two-way analysis of variance (Hayes, 2018). The data collected are based on a survey sample of employees (n = 322) working in Scotland.
Findings
Two main findings arose from this empirical study. First, there are significant direct relationships between seven out of the eight organisational development programmes and their influences on employees’ career development. Second, gender is a significant moderator for four of the programmes’ relationship with career development, namely, coaching, web-based career information, continuous professional development and external education provision. However, gender failed to moderate the four other programmes’ (i.e. 360-degree feedback, job assignment, employee assistance programmes and on-the-job training) relationship with career development.
Originality/value
This paper concludes that closer attention should be given to the organisational design of these development programmes and consideration of potential gender differences in employees’ perception of their importance for career development in their organisation. To date, the majority of research in the literature has concentrated on the impact of training on career development, so this study contributes to the body of knowledge on a set of organisational development programmes and their effect on career development moderated by gender.
Journal Article
Managerialism : a critique of an ideology
\"Many people have experienced management at work with some exposed to Managerialism. Once Managerialism had transcended the simplicity of managing companies it mutated into an ideology infiltrating nearly every eventuality of human life. Delivering a comprehensive definition of Managerialism, this book traces Managerialism's origins from simple factory administration to its current form as full-blown ideology that has infected private lives, public and educational institutions, society, the art, the economy, and even democracy. Today thousands of managers have graduated from Managerialism's main training facilities, namely management schools. They are ready to spread Managerialism's one-dimensional, anti-democratic, and authoritarian ideology that everything and anything can be managed through a specific set of managerial knowledge found in management studies. But there are also challenges to Managerialism. There are images of what lies beyond Managerialism. These post-managerial images include a rejection of the human and environmental destructiveness of Managerialism. And there are ways to create human and sustainable post-managerial living conditions\"-- Provided by publisher.
Book
Enterprise change management : how to prepare your organization for continuous change
\"One of the challenges facing organizations is having the ability to bring about the change needed for sustainable competitive advantage in evolving economic and market environments. However, the gap between what organizations would like to deliver and their capabilities to do so, keeps widening. Enterprise Change Management attempts to bridge this gap; chapters cover adaptive leadership, how to execute single changes effectively, how to manage the demand for change, how to hire resilient people, and create the context for successful change. Based on research from over 20,000 people over a nineteen year period by the authors' company, Changefirst, this book helps senior HR, OD, and change professionals diagnose the root causes of the organizational change gap, utilize a framework for enhancing change capability, and raise employee engagement in change\"-- Provided by publisher.
Book
Leading and Managing Change in the Age of Disruption and Artificial Intelligence
In a global age of disruption, future organisational change is not avoidable. Organisational effects will be immediate and transformational across companies, and due consideration and preparation ahead of these changes may be paramount for the survival of organisations and their leaders of tomorrow. This book modernises the topics of management, leadership, and organisational change to inform those leading and managing organisations into the future. The book covers modern disruptions ranging from Trump and other geo-political changes, to Brexit, new currencies, trade wars, and even knowledge mobility. It also considers the broad scope of potential impacts posed by artificial intelligence.
eBook
Strength-based lean six sigma : building positive and engaging business improvement
\"Achieving greater efficiency and effectiveness have always been very important for both for-profit and public sector organizations. Many organizations and government agencies mandate Lean programs in the hope of achieving these objectives, but often these programs underperform and result in resistance.Strength-based Lean Six Sigma helps increase the level of employees' engagement with Lean initiatives by shifting the conversation from \"what is not efficient or non-value-add and needs to be removed/reduced\" to \"what is already efficient/value adding and can be built upon or expanded.\" Combining the energy and motivation released through a strengths-based approach with the focus on quality and efficiency generated by Lean Six Sigma, the book offers practitioners the opportunity to understand each other and work successfully together to drive effective and powerful change programs\"-- Provided by publisher.
Book
How Food Safety Culture Is Operationalized for Retail Food Settings: A Systematic Literature Review
Food safety culture has been posited as an important factor influencing employee behavior in the retail food industry. Although expressed as a subset of organizational culture, it is unclear the extent to which food safety culture is being defined and measured as a distinct but related organizational concept. Through a systematic review of the literature, this study explores how food safety culture is conceptualized and operationalized in studies investigating the concept in retail food establishments. Results showed no consensus in the conceptual definition, corresponding variables, and operational indicators for food safety culture across studies. Results also showed the corresponding variables identified for food safety culture were not derived from nor aligned closely with those associated with organizational culture. Together, these results suggest researchers are measuring different aspects of the same concept and not operationalizing food safety culture as a subset of organizational culture. As the development of measures to evaluate the prevailing food safety culture in retail food establishments is a prerequisite to the quantitative investigation of its impact on food employee behavior, the observed variation in corresponding variables and operational indicators of food safety culture can lead to incomparable results across assessments and studies.
Plain Language Summary
Although expressed as a subset of organizational culture, it is unclear the extent to which food safety culture is being defined and measured as a distinct but related organizational concept. This systematic literature review explores how food safety culture is conceptualized and operationalized in studies investigating the concept in retail food establishments. Results showed no consensus in the conceptual definition, corresponding variables, and operational indicators for food safety culture across studies. Results also showed the corresponding variables identified for food safety culture were not derived from nor aligned closely with those associated with organizational culture. Together, these results suggest researchers are measuring different aspects of the same concept and not operationalizing food safety culture as a subset of organizational culture. As the development of measures to evaluate the prevailing food safety culture in retail food establishments is a prerequisite to the quantitative investigation of its impact on food employee behavior, the observed variation in corresponding variables and operational indicators of food safety culture can lead to incomparable results across assessments and studies.
Journal Article