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 73
... perceptions of one another , different leadership prac- tices , and some special characteristics of the union . Restricted Communication with the Researchers . Although the union leaders told us that we could have helped our case by ...
... perceptions of one another , different leadership prac- tices , and some special characteristics of the union . Restricted Communication with the Researchers . Although the union leaders told us that we could have helped our case by ...
Página 74
... Perceptions of Each Party by the Other . Consistent with what is known about intergroup relations ( Blake , Shepard ... perception , whereas management felt that it was " gaining " by employ- ing work - design consultants and felt no ...
... Perceptions of Each Party by the Other . Consistent with what is known about intergroup relations ( Blake , Shepard ... perception , whereas management felt that it was " gaining " by employ- ing work - design consultants and felt no ...
Página 78
... perceptions of the climate of the meeting and would also put the two groups on record in front of each other . A ... perception of our competence until we asked them , and they then remarked that they could not really afford to see ...
... perceptions of the climate of the meeting and would also put the two groups on record in front of each other . A ... perception of our competence until we asked them , and they then remarked that they could not really afford to see ...
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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