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Formula For Change
The formula for change (or "the change formula") provides a model to assess the relative strengths affecting the likely success of organisational change programs. The formula was created by David Gleicher while he was working at management consultants Arthur D. Little in the early 1960s, refined by Kathie Dannemiller in the 1980s,Wheatley, M. J., Tannebaum, R., Yardley, P. Y., & Quade, K. (2003). ''Organization development at work: Conversations on the values, applications, and future of OD'' (pp. 62–64). San Francisco, CA: John Wiley & Sons. and further developed by Steve Cady. Gleicher (original) version: C = A × B × D > X The original formula, as created by Gleicher and published by Richard Beckhard (see below), is: :C = A × B × D > X where: ; C : is change; ; A : is dissatisfaction with the status quo; ; B : is a desired clear state; ; D : is practical steps to the desired state; ; X : is the cost of the change. Dannemiller version: C = D × V × F > R Dannemiller re ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Arthur D
Arthur is a masculine given name of uncertain etymology. Its popularity derives from it being the name of the legendary hero King Arthur. A common spelling variant used in many Slavic, Romance, and Germanic languages is Artur. In Spanish and Italian it is Arturo. Etymology The earliest attestation of the name Arthur is in the early 9th century Welsh-Latin text ''Historia Brittonum'', where it refers to a circa 5th century Romano-British general who fought against the invading Saxons, and who later gave rise to the famous King Arthur of medieval legend and literature. A possible earlier mention of the same man is to be found in the epic Welsh poem '' Y Gododdin'' by Aneirin, which some scholars assign to the late 6th century, though this is still a matter of debate and the poem only survives in a late 13th century manuscript entitled the Book of Aneirin. A 9th-century Breton landowner named Arthur witnessed several charters collected in the '' Cartulary of Redon''. The Irish bo ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Handbook Of Management Scales/Change Initiation - Change Success
A handbook is a type of reference work, or other collection of instructions, that is intended to provide ready reference. The term originally applied to a small or portable book containing information useful for its owner, but the ''Oxford English Dictionary'' defines the current sense as "any book ... giving information such as facts on a particular subject, guidance in some art or occupation, instructions for operating a machine, or information for tourists." accessed 23 March 2017. A handbook is sometimes referred to as a '''' ( |
Immunity To Change
Robert Kegan (born August 24, 1946) is an American developmental psychologist. He is a licensed psychologist and practicing therapist, lectures to professional and lay audiences, and consults in the area of professional development and organization development. He was the William and Miriam Meehan Professor in Adult Learning and Professional Development at Harvard Graduate School of Education. He taught there for forty years until his retirement in 2016. He was also Educational Chair for the Institute for Management and Leadership in Education and the co-director for the Change Leadership Group. Education and early career Born in Minnesota, Kegan attended Dartmouth College, graduating ''summa cum laude'' in 1968. He described the civil rights movement and the movement against the Vietnam War as formative experiences during his college years. He took his "collection of interests in learning from a psychological and literary and philosophical point of view" to Harvard Universit ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Force-field Analysis
In social science, force-field analysis provides a framework for looking at the factors ("forces") that influence a situation, originally social situations. It looks at forces that are either driving the movement toward a goal (helping forces) or blocking movement toward a goal (hindering forces). The principle, developed by Kurt Lewin, is a significant contribution to the fields of social science, psychology, social psychology, community psychology, communication, organizational development, process management, and change management. History Lewin, a social psychologist, believed the "field" to be a Gestalt psychological environment existing in an individual's (or in the collective group) mind at a certain point in time that can be mathematically described in a topological constellation of constructs. The "field" is very dynamic, changing with time and experience. When fully constructed, an individual's "field" (Lewin used the term "life space") describes that person's motives, v ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Decisional Balance Sheet
A decisional balance sheet or decision balance sheet is a tabular method for representing the pros and cons of different choices and for helping someone decide what to do in a certain circumstance. It is often used in working with ambivalence in people who are engaged in behaviours that are harmful to their health (for example, problematic substance use or excessive eating), as part of psychological approaches such as those based on the transtheoretical model of change,; ; and in certain circumstances in motivational interviewing. Use and history The decisional balance sheet records the advantages and disadvantages of different options. It can be used both for individual and organisational decisions. The balance sheet recognises that both gains and losses can be consequences of a single decision. It might, for example, be introduced in a session with someone who is experiencing problems with their alcohol consumption with a question such as: "Could you tell me what you get ou ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Handbook Of Management Scales/Change Initiation - Resistance To Change
A handbook is a type of reference work, or other collection of instructions, that is intended to provide ready reference. The term originally applied to a small or portable book containing information useful for its owner, but the ''Oxford English Dictionary'' defines the current sense as "any book ... giving information such as facts on a particular subject, guidance in some art or occupation, instructions for operating a machine, or information for tourists." accessed 23 March 2017. A handbook is sometimes referred to as a '''' ( |
Richard Beckhard
Richard Beckhard (1918–1999) was an American organizational theorist, adjunct professor at MIT, and researcher in the field of organization development. Beckhard co-launched the ''Addison-Wesley Organization Development Series'' and began the ''Organization Development Network'' in 1967. His work, ''Organization Development: Strategies and Models,'' was published in 1969. Beckhard was an adjunct professor at the MIT Sloan School of Management from 1963 to 1984. He died on December 28, 1999. He helped to define organization development as: "an effort (1) planned, (2) organization-wide, (3) managed from the top, to (4) increase organization effectiveness and health through (5) planned interventions in the organization's 'processes', using behavioural-science knowledge". He was the first to coin the practical precept for decision-makers: "let it happen; f nothelp it happen; f notmake it happen!" Through the Organization Development Network and The Gestalt Institute of Cleveland in ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organization Development
Organization development (OD) is the study and implementation of practices, systems, and techniques that affect organizational change. The goal of which is to modify a group's/organization's performance and/or culture. The organizational changes are typically initiated by the group's Stakeholder (corporate), stakeholders. OD emerged from human relations studies in the 1930s, during which psychologists realized that organizational structures and processes influence worker behavior and motivation. Organization Development allows businesses to construct and maintain a brand new preferred state for the whole agency. Key concepts of OD theory include: Organisation climate, organizational climate (the mood or unique "personality" of an organization, which includes attitudes and beliefs that influence members' collective behavior), organizational culture (the deeply-seated norms, values, and behaviors that members share) and organizational strategies (how an organization identifies p ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
