Organization Development and Change Chapter Three The Organization
- Slides: 8
Organization Development and Change Chapter Three: The Organization Development Practitioner Thomas G. Cummings Christopher G. Worley Cummings & Worley, 9 e (c) 2008 South-Western Cengage Learning
Learning Objectives for Chapter Three To understand the essential character of OD practitioners n To understand the necessary competencies required of an effective OD practitioner n To understand the roles and ethical conflicts that face OD practitioners n Cummings & Worley, 9 e (c) 2008 South-Western Cengage Learning 2
The Organization Development Practitioner Internal and External Consultants n Professionals from other disciplines who apply OD practices (e. g. , TQM managers, IT/IS managers, compensation and benefits managers) n Managers and Administrators who apply OD from their line or staff positions n Cummings & Worley, 9 e (c) 2008 South-Western Cengage Learning 3
Competencies of an OD Practitioner n Intrapersonal skills ¨ Self-awareness n Interpersonal skills ¨ Ability to work with others and groups n General consultation skills ¨ Ability to manage consulting process n Organization development theory ¨ Knowledge of change processes Cummings & Worley, 9 e (c) 2008 South-Western Cengage Learning 4
Role Demands on OD Practitioners n Position ¨ Internal vs. External n Marginality ¨ Ability to straddle boundaries n Emotional Demands ¨ Emotional Intelligence n Use of Knowledge and Experience Cummings & Worley, 9 e (c) 2008 South-Western Cengage Learning 5
Client vs. Consultant Knowledge Use of Consultant’s Knowledge and Experience Plans Implementation Recommends/prescribes Proposes criteria Feeds back data Probes and gathers data Clarifies and interprets Use of Client’s Knowledge and Experience Listens and reflects Refuses to become involved Cummings & Worley, 9 e (c) 2008 South-Western Cengage Learning 6
Professional Ethics Ethical Guidelines n Ethical Dilemmas n ¨ Misrepresentation ¨ Misuse of Data ¨ Coercion ¨ Value and Goal Conflicts ¨ Technical Ineptness Cummings & Worley, 9 e (c) 2008 South-Western Cengage Learning 7
A Model of Ethical Dilemmas Antecedents Values Goals Needs Abilities Role of the Change Agent Process Consequences Role Episode • Role conflict • Role ambiguity Role of the Client System Cummings & Worley, 9 e (c) 2008 South-Western Cengage Learning Ethical Dilemmas • Misrepresentation • Misuse of data • Coercion • Value and goal conflict • Technical ineptness 8
- Chapter 10 physical development from one to three
- Physical change
- Absolute change and relative change formula
- Whats the difference between a chemical and physical change
- Supply and demand curve shifts
- Physical change
- Rocks change due to temperature and pressure change
- Whats a chemical change
- First-order change