Failures in Organization Development and Change: Cases and Essays for LearningWiley, 1977 - 346 páginas UK. Monographic collection essays on failures in organization development and change - presents cases dealing with business organization, bureaucracy, job enrichment, work organization, etc. Bibliography pp. 335 to 342. |
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Página 153
... felt that the item was not applicable . The statistic emphasized for group feedback was the percentage of favorable responses . ( The complexity of the feedback form was partly in response to district administrators who felt that less ...
... felt that the item was not applicable . The statistic emphasized for group feedback was the percentage of favorable responses . ( The complexity of the feedback form was partly in response to district administrators who felt that less ...
Página 169
... felt obligated to convene during the released time secured by us from the district . These meetings were relatively successful , largely because the elected monitor was a forceful individual who strongly favored the program . In the ...
... felt obligated to convene during the released time secured by us from the district . These meetings were relatively successful , largely because the elected monitor was a forceful individual who strongly favored the program . In the ...
Página 203
... felt ashamed of the events of the day because here was a group of people working together in a way which he felt was one of the most rewarding things he had ever gone through . He said , " I felt that you should not have let the ...
... felt ashamed of the events of the day because here was a group of people working together in a way which he felt was one of the most rewarding things he had ever gone through . He said , " I felt that you should not have let the ...
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Failures in Organization Development and Change: Cases and Essays for Learning Philip H. Mirvis,David N. Berg Vista de fragmentos - 1977 |
Términos y frases comunes
activities administration Alcan Alderfer approach Argyris asked assumptions behavior Berger change agents change efforts Chris Argyris Clayton Alderfer client system commitment committee conflict consultants Continental Motors coordination David Berg decision Department diffusion discussion district dynamics effective employees entry process evaluation experience faculty failure felt firm Foreign Service function goals implementation individuals initial intergroup internal interpersonal intervention involved issues ization job enrichment Kirby lab training leaders and monitors leadership learning Lewicki Linz Management by Objectives Marysville meeting ment module Norsk Hydro OD practitioners operations organization development organizational change participants personnel planning plant Ponzi practitioners president problem-solving problems professional program groups questionnaire relations responsibility restructuring Riverside role skills social solving Speer staff stock transfer striptease structure success survey feedback T-group task force teachers theory Theory Y tion tive top management union values yes yes yes