coming even cleaner about organizational change

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Coming Even Cleaner About Organizational Change

Author : Jerry L. Patterson
ISBN : 9780585483146
Genre : Education
File Size : 45. 9 MB
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An expanded, updated version of 1997's Coming Clean About Organizational Change, this version contains 50 percent new references and 40 percent new content including chapters on organizational culture, resilience, new conceptual frameworks on organizational change, and zones of individual performance. Readers will learn how to work within the reality of an imposed change and be true to the values of the change initiatives held as an educational leader.

Coming Clean About Organizational Change

Author : Jerry L. Patterson
ISBN : UOM:39015041318083
Genre : Business & Economics
File Size : 79. 66 MB
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Resilient School Leaders

Author : Jerry L. Patterson
ISBN : 9781416602675
Genre : Education
File Size : 44. 31 MB
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Blending research with real stories from educators, introduces three dimensions of resilience and describes guiding principles that every educator can live by.

The Science Of Successful Organizational Change

Author : Paul Gibbons
ISBN : 9780133994827
Genre : Business & Economics
File Size : 23. 44 MB
Format : PDF
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Every leader understands the burning need for change–and every leader knows how risky it is, and how often it fails. To make organizational change work, you need to base it on science, not intuition. Despite hundreds of books on change, failure rates remain sky high. Are there deep flaws in the guidance change leaders are given? While eschewing the pat answers, linear models, and change recipes offered elsewhere, Paul Gibbons offers the first blueprint for change that fully reflects the newest advances in mindfulness, behavioral economics, the psychology of risk-taking, neuroscience, mindfulness, and complexity theory. Change management, ostensibly the craft of making change happen, is rife with myth, pseudoscience, and flawed ideas from pop psychology. In Gibbons’ view, change management should be “euthanized” and replaced with change agile businesses, with change leaders at every level. To achieve that, business education and leadership training in organizations needs to become more accountable for real results, not just participant satisfaction (the “edutainment” culture). Twenty-first century change leaders need to focus less on project results, more on creating agile cultures and businesses full of staff who have “get to” rather than “have to” attitudes. To do that, change leaders will have to leave behind the old paradigm of “carrots and sticks,” both of which destroy engagement. “New analytics” offer more data-driven approaches to decision making, but present a host of people challenges—where petabyte information flows meet traditional decision-making structures. These approaches will have to be complemented with “leading with science”—that is, using evidence-based management to inform strategy and policy decisions. In The Science of Successful Organizational Change , you'll learn: How the VUCA (Volatile, Uncertain, Complex, and Ambiguous) world affects the scale and pace of change in today’s businesses How understanding of flaws in human decision-making can help leaders guide their teams toward wiser strategic decisions when the stakes are largest—including “when to trust your guy and when to trust a model” and “when all of us are smarter than one of us” How new advances in neuroscience have altered best practices in influencing colleagues; negotiating with partners; engaging followers' hearts, minds, and behaviors; and managing resistance How leading organizations are making use of the science of mindfulness to create agile learners and agile cultures How new ideas from analytics, forecasting, and risk are humbling those who thought they knew the future–and how the human side of analytics and the psychology of risk are paradoxically more important in this technologically enabled world What complexity theory means for decision-making in the context of your own business How to create resilient and agile business cultures and anti-fragile, dynamic business structures To link science with your "on-the-ground" reality, Gibbons tells “warts and all” stories from his twenty-plus years consulting to top teams and at the largest businesses in the world. You'll find case studies from well-known companies like IBM and Shell and CEO interviews from Nokia and Barclays Bank.

Itil And Organizational Change

Author : Pamela Erskine
ISBN : 9781849284233
Genre : COMPUTERS
File Size : 54. 98 MB
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As you read this book, you will see how you can benefit from: minimizing and overcoming resistance to change, as you understand the reasons behind employees' apprehensions higher staff morale and improved relationships across the organization, as you obtain buy-in to the change increased productivity, as time is focused on the right projects and tasks knowing how to measure and publicize your successes, thereby further improving morale and productivity learning how to manage the 'human aspect' of your project, which will enable the best possible outcome for customers, employees and the organization as a whole lower costs and a higher return on your investment, as the services provided will be perfect for the business needs minimal disruption to the business, as you implement the changes in the most cost-effective and efficient ways. additional guidance on key skills, planning, and accountability – intrinsic elements of successful project.

Organizational Change

Author : Laurie Lewis
ISBN : 9781444340358
Genre : Language Arts & Disciplines
File Size : 60. 3 MB
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Organizational Change integrates major empirical, theoretical and conceptual approaches to implementing communication in organizational settings. Laurie Lewis ties together the disparate literatures in management, education, organizational sociology, and communication to explore how the practices and processes of communication work in real-world cases of change implementation. Gives a bold and comprehensive overview of communication research and ideas on change and those who bring it about Fills in an important piece of the applied communication puzzle as it relates to organizations Illustrated with student friendly, real life case studies from organizations, including organizational mergers, governmental or nonprofit policy or procedural implementation, or technological innovation Winner of the 2011 Organizational Communication NCA Division Book of the Year

Organization Change

Author : W. Warner Burke
ISBN : 9781452257242
Genre : Business & Economics
File Size : 50. 67 MB
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Organization Change, Theory and Practice shows how effective organization change is grounded in sound knowledge about human behavior in the workplace. Author W. Warner Burke skillfully integrates theory and research—reviewing various models and cases—with practical applications in diagnosing change issues in organizations. This bestselling text, now in Fourth Edition, offers the latest research and scholarship, additional materials for effective interventions, and new topics and perspectives.

Managing Organizational Change

Author : Muayyad Jabri
ISBN : 9781137468581
Genre : Business & Economics
File Size : 81. 34 MB
Format : PDF, Kindle
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Managing Organizational Change describes change as an on-going phenomenon, not an event that will soon be over, but a permanent feature of organizational life. This enhanced new edition refocuses on how change is achieved through relational communication based on conversations, narrations and storytelling. New to this edition: • An extended coverage of diagnosis and intervention with an emphasis on appreciative inquiry • Revised cases and newer conversational episodes from a wide variety of organizational settings • A variety of activities designed to engage students and enhance their learning outcomes. This textbook is ideal for undergraduate and postgraduate students of change management and for those aspiring to become managers and consultants.

Learning Throughout Life

Author : Robert D. Strom
ISBN : 9781623960483
Genre : Education
File Size : 23. 10 MB
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The dangers of age segregation and the benefits of age integration are examined. Each generation should be recognized as an essential source for learning. Harmony will increasingly depend on general awareness of how other age groups interpret events, respect for values that guide their behavior, responsiveness to their needs and concerns, consideration of their criticisms and solutions, and acknowledgement of their contributions. This book describes: (a) personality assets and mental abilities to focus learning at each stage of development; (b) obstacles to anticipate and overcome; (c) a rationale to make reciprocal learning common; (d) research findings which identify generational learning needs; and (e) benefits of providing lifelong education. Six stages are explored: infancy and early childhood (birthage 6); middle and later childhood (ages 610); adolescence (ages 1020); early adulthood (ages 2040); middle adulthood (ages 4060); and older adulthood (age 60+). Some outcomes of lifelong learning include selfcontrol, patience, integrity, resilience, persistence, problem solving ability, acceptance of criticism, and generativity. The intended audiences for this book are professionals working with individuals and families.

Neuroscience For Organizational Change

Author : Hilary Scarlett
ISBN : 9780749474898
Genre : Science
File Size : 71. 76 MB
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Understanding how employees' brains work enables organizations to build cultures, design structures and processes that help people to be more innovative, productive and engaged. This has lasting impact in terms of meeting business objectives and becoming an employer of choice. We need to change the way we manage change in organizations: by understanding the brain we can do this better. Neuroscience brings a new lens through which to look at people and to understand why they react to situations in a certain way, what they need from work relationships to perform at their best, and how they might be better motivated. Neuroscience for Organizational Change not only provides evidence that will persuade the most sceptical of leaders but also provides many practical examples of how to apply the insights. The book provides a 'win-win': it will enable the organization to improve performance and also help to support the mental and emotional well-being of employees. Amongst other areas, Neuroscience for Organizational Change explores why we find organizational change difficult and what we can do to keep people focused and performing at their best. It looks at our need for social connection at work, the essential role that leaders and managers play, how best to manage emotions and reduce bias to avoid making flawed decisions, and why we need communication, involvement and storytelling to help us through change. It also sets out a new science-based planning tool, SPACES, to enhance motivation. Drawing on the author's successful masterclasses, Neuroscience for Organizational Change provides practical guidance and examples from big-name organizations such as Lloyds Banking Group, Department for Business, Innovation and Skills, Orbit Housing Group and BAE Systems. Each chapter includes checklists and questions to help the reader to reflect on what they might take away and apply to the specific context of their own organization.

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