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 139
... goals we mutually seek . Despite the furor that this report created both within and outside the State Department , I ... goals were consistent with the organizational goals , and vice versa , and therefore to avoid the conflicts of ...
... goals we mutually seek . Despite the furor that this report created both within and outside the State Department , I ... goals were consistent with the organizational goals , and vice versa , and therefore to avoid the conflicts of ...
Página 150
... goals and therefore can stimulate changes that will bring the system back " on target . " This type of change corresponds to " single - loop learning " ( Ashby , 1952 ) . The theories in use — the existing individual and organizational ...
... goals and therefore can stimulate changes that will bring the system back " on target . " This type of change corresponds to " single - loop learning " ( Ashby , 1952 ) . The theories in use — the existing individual and organizational ...
Página 204
... goals of the company are and what they will be . However interest- ing this experiment is , I can tell you frankly it just isn't foremost . As far as the people who went there are concerned , well , some people had nervous breakdowns ...
... goals of the company are and what they will be . However interest- ing this experiment is , I can tell you frankly it just isn't foremost . As far as the people who went there are concerned , well , some people had nervous breakdowns ...
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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