標(biāo)題: Titlebook: Leading Organizational Development and Change; Principles and Conte Riann Singh,Shalini Ramdeo Textbook 2020 The Editor(s) (if applicable) [打印本頁] 作者: 機(jī)會(huì) 時(shí)間: 2025-3-21 17:48
書目名稱Leading Organizational Development and Change影響因子(影響力)
書目名稱Leading Organizational Development and Change影響因子(影響力)學(xué)科排名
書目名稱Leading Organizational Development and Change網(wǎng)絡(luò)公開度
書目名稱Leading Organizational Development and Change網(wǎng)絡(luò)公開度學(xué)科排名
書目名稱Leading Organizational Development and Change被引頻次
書目名稱Leading Organizational Development and Change被引頻次學(xué)科排名
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書目名稱Leading Organizational Development and Change年度引用學(xué)科排名
書目名稱Leading Organizational Development and Change讀者反饋
書目名稱Leading Organizational Development and Change讀者反饋學(xué)科排名
作者: GUILE 時(shí)間: 2025-3-21 23:30
Organizational Change Leadershipecifically examined. Resistance to change is also addressed as a key challenge facing organizational leaders and strategies for managing resistance are detailed. Finally, recommendations are made for the sustenance of the change momentum within organizations, and a process model is developed for the作者: Graduated 時(shí)間: 2025-3-22 02:16
Data Collection for ODs are evaluated and discussed. Sampling, instrumentation, and research designs are also examined as important considerations when executing the data collection process for macro changes..Finally, the main types of data collection techniques are discussed: qualitative, quantitative, and mixed methods作者: ligature 時(shí)間: 2025-3-22 06:16
Data Analysis Tools and Feedbackan be used to facilitate data analysis—quantitative and qualitative approaches—are also described and critically assessed. Further, recent trends within data analysis are introduced and described..Finally, feedback processes are evaluated. Feedback ensures that the diagnostic information is shared w作者: 連詞 時(shí)間: 2025-3-22 11:29 作者: Obedient 時(shí)間: 2025-3-22 15:54 作者: arboretum 時(shí)間: 2025-3-22 17:30
Strategic Interventions: Transformational Change in the field and practice of OD. The key principles of organizational design and culture change are outlined and analysed. Finally, the challenges that emerge in the development and implementation of such change plans are critically evaluated.作者: 哎呦 時(shí)間: 2025-3-23 00:45 作者: 眼界 時(shí)間: 2025-3-23 04:26 作者: Aqueous-Humor 時(shí)間: 2025-3-23 08:04
broad geographical context. 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.978-3-030-39122-5978-3-030-39123-2作者: 出血 時(shí)間: 2025-3-23 10:40 作者: 的是兄弟 時(shí)間: 2025-3-23 16:23 作者: 食品室 時(shí)間: 2025-3-23 21:00 作者: crutch 時(shí)間: 2025-3-23 23:56
Riann Singh,Shalini Ramdeomacht, wird aus Spa? jedoch schnell Ernst und manche Kollegen fühlen sich pers?nlich angegriffen. Lesen Sie, worauf gerade auch Führungskr?fte achten sollten und erfahren Sie, ob man Humor trainieren kann und wie sich Humor ?managen“ l?sst.978-3-658-26032-3作者: 愛得痛了 時(shí)間: 2025-3-24 04:59 作者: PHIL 時(shí)間: 2025-3-24 06:31 作者: Gobble 時(shí)間: 2025-3-24 14:35 作者: Nonthreatening 時(shí)間: 2025-3-24 18:31
ing revolutionary moments and allows “the unpalatable to be evoked and easily digested.”. The discussion that follows explores humor’s productive interrogation of relationships within Caribbean communities, particularly between Westerners and non-Westerners.. Because of a long-standing tendency to c作者: 600 時(shí)間: 2025-3-24 20:41 作者: BOOM 時(shí)間: 2025-3-25 00:31 作者: Endearing 時(shí)間: 2025-3-25 03:42 作者: 藝術(shù) 時(shí)間: 2025-3-25 09:48 作者: 合唱隊(duì) 時(shí)間: 2025-3-25 14:01
Riann Singh,Shalini Ramdeotigkeit kann man üben. Eva Ullmann zeigt Ihnen wie..Aus dem Inhalt.Humor, was ist das? Und welcher Humortyp sind Sie?.Humor in der Pr?sentation, im Vertrieb, in der Verhandlung, im Mitarbeitergespr?ch, im Konflikt, in Transformations-prozessen, in der Personalarbeit.Mit zehn Humortechniken Humor sit作者: 泰然自若 時(shí)間: 2025-3-25 16:51 作者: Decongestant 時(shí)間: 2025-3-25 21:29 作者: encomiast 時(shí)間: 2025-3-26 01:26
Group-Level OD Interventionss (also conceptualized to improve organizations), high-involvement organizations (also conceptualized to improve organizations), and total quality management (TQM) (also conceptualized to improve organizations). Finally, the chapter presents an assessment of the challenges that emerge when managing and leading group-level OD interventions.作者: ILEUM 時(shí)間: 2025-3-26 07:24
The ODC Practitionerr key roles in the field and practice of OD and also assesses the OD competencies required in this area. Finally, the importance of professional ethics and values in the execution of the role of the OD practitioner are also discussed in this chapter.作者: bibliophile 時(shí)間: 2025-3-26 08:36 作者: insipid 時(shí)間: 2025-3-26 14:28 作者: Intellectual 時(shí)間: 2025-3-26 20:06 作者: 表兩個(gè) 時(shí)間: 2025-3-26 23:53
troduce practitioner perspectives.Explores the conceptualizaThis 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. It?provides an 作者: 用不完 時(shí)間: 2025-3-27 04:47
Diagnosis of OD Issuesand usefulness of diagnostic models in the diagnostic phase of OD are evaluated. Diagnostic models are presented and described as guiding frameworks for the diagnostic process within organizational systems. Finally, multi-level organizational diagnostic models are recommended within the diagnostic stage of the OD process.作者: Connotation 時(shí)間: 2025-3-27 07:09 作者: 蛙鳴聲 時(shí)間: 2025-3-27 13:01 作者: 倫理學(xué) 時(shí)間: 2025-3-27 14:48 作者: 沉積物 時(shí)間: 2025-3-27 18:49
978-3-030-39122-5The Editor(s) (if applicable) and The Author(s), under exclusive licence to Springer Nature Switzerl作者: right-atrium 時(shí)間: 2025-3-28 00:57
https://doi.org/10.1007/978-3-030-39123-2change management; organizational change; techno-structural change; OD; strategic change; knowledge manag作者: foodstuff 時(shí)間: 2025-3-28 02:48 作者: STANT 時(shí)間: 2025-3-28 09:53
http://image.papertrans.cn/l/image/582417.jpg作者: Gerontology 時(shí)間: 2025-3-28 11:52 作者: –吃 時(shí)間: 2025-3-28 17:45 作者: GULLY 時(shí)間: 2025-3-28 22:33
Group-Level OD Interventionsns are important in the context of organizational systems. Group changes occur within the context of facilitating macro, organizational changes as well. The rationale for group-level OD interventions and the most popular types of group interventions are evaluated in this chapter. These include teamb作者: 行業(yè) 時(shí)間: 2025-3-29 01:25
Foundation Organizational Development and Change (ODC) Models. With the evolution of OD, the need for frameworks to guide the conceptualization, development, implementation, and evaluation of planned change becomes necessary and relevant. A number of OD models emerged over time based on process theory, implementation theory, and some combination of both proce作者: BROOK 時(shí)間: 2025-3-29 03:45 作者: 表皮 時(shí)間: 2025-3-29 09:47 作者: 自作多情 時(shí)間: 2025-3-29 14:00
Entering into the Practice of OData collection, and data analysis. These four activities represent the first four stages of the OD process..The entering stage sparks the start of the OD process and is typically considered one of the most important stages. It sets the foundation for all other aspects of the change process. More spe作者: 獎(jiǎng)牌 時(shí)間: 2025-3-29 18:55 作者: FLEET 時(shí)間: 2025-3-29 22:26 作者: Palatial 時(shí)間: 2025-3-30 00:51 作者: 使害怕 時(shí)間: 2025-3-30 05:07
Organizational-Level Theoriesl interventions. Developing and implementing organizational interventions is the fifth stage of the OD (organizational development) process..In this chapter, organizational-level theories are explored in comprehensive detail. Organizational theories can provide overarching guidelines for understandi作者: OFF 時(shí)間: 2025-3-30 11:33
Techno-Structural Interventions: Restructuringal-level interventions. In this chapter, one of the two broad types of organizational-level interventions is introduced. Techno-structural organizational interventions are explored in detail. There are three main types of techno-structural interventions—restructuring, downsizing, and reengineering—w作者: Verify 時(shí)間: 2025-3-30 14:43
Techno-Structural Interventions: Downsizingion is assessed in detail in this chapter, which follows on from the restructuring intervention in the previous chapter. Downsizing has been popularized in the 1990s with globalization and the intensive environmental changes and continues to influence employees and all organizations globally to vary作者: seduce 時(shí)間: 2025-3-30 17:57 作者: capsule 時(shí)間: 2025-3-30 21:29
Strategic Interventions: Transformational Changeinterventions: transformational change; trans-organizational change; and continuous change. In this chapter, transformational change is assessed. ? Chapters . and . explore trans-organizational change and continuous change, respectively..Transformational change constitutes deep, fundamental change t作者: 有特色 時(shí)間: 2025-3-31 03:05 作者: 高深莫測(cè) 時(shí)間: 2025-3-31 05:46 作者: meditation 時(shí)間: 2025-3-31 10:36 作者: Ballad 時(shí)間: 2025-3-31 15:55 作者: extrovert 時(shí)間: 2025-3-31 21:28
Riann Singh,Shalini Ramdeoon Humor im Arbeitskontext.Beleuchtet für die deutschsprachiHumor ist allgegenw?rtig, auch in der Arbeitswelt. Mitarbeiter teilen Humor, witzeln über ihren Chef, bringen durch Humor eventuell auch Abneigung und Distanz zu anderen Kollegen und zum Arbeitgeber zum Ausdruck. Der Grat zwischen Humor und
