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Organization Development and Change

Organization Development and Change. Chapter Three: The Organization Development Practitioner. Thomas G. Cummings Christopher G. Worley. Learning Objectives for Chapter Three. To understand the essential character of OD practitioners

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Organization Development and Change

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  1. Organization Development and Change Chapter Three: The Organization Development Practitioner Thomas G. Cummings Christopher G. Worley

  2. Learning Objectivesfor Chapter Three • To understand the essential character of OD practitioners • To understand the necessary competencies required of an effective OD practitioner • To understand the roles and ethical conflicts that face OD practitioners Cummings & Worley, 8e (c)2005 Thomson/South-Western

  3. The Organization Development Practitioner • Internal and External Consultants • Professionals from other disciplines who apply OD practices (e.g., TQM managers, IT/IS managers, compensation and benefits managers) • Managers and Administrators who apply OD from their line or staff positions Cummings & Worley, 8e (c)2005 Thomson/South-Western

  4. Competencies of an OD Practitioner • Intrapersonal skills • Self-awareness • Interpersonal skills • Ability to work with others and groups • General consultation skills • Ability to manage consulting process • Organization development theory • Knowledge of change processes Cummings & Worley, 8e (c)2005 Thomson/South-Western

  5. Role Demands on OD Practitioners • Position • Internal vs. External • Marginality • Ability to straddle boundaries • Emotional Demands • Emotional Intelligence • Use of Knowledge and Experience Cummings & Worley, 8e (c)2005 Thomson/South-Western

  6. Client vs. Consultant Knowledge Use of Consultant’s Knowledge and Experience Plans Implementation Recommends/prescribes Proposes criteria Feeds back data Probes and gathers data Clarifies and interprets Listens and reflects Refuses to become involved Use of Client’s Knowledge and Experience Cummings & Worley, 8e (c)2005 Thomson/South-Western

  7. Professional Ethics • Ethical Guidelines • Ethical Dilemmas • Misrepresentation • Misuse of Data • Coercion • Value and Goal Conflicts • Technical Ineptness Cummings & Worley, 8e (c)2005 Thomson/South-Western

  8. A Model of Ethical Dilemmas Antecedents ProcessConsequences Role of the Change Agent Role Episode Ethical Dilemmas • Misrepresentation • Misuse of data • Coercion • Value and goal • conflict • Technical • ineptness • Role conflict • Role ambiguity Values Goals Needs Abilities Role of the Client System Cummings & Worley, 8e (c)2005 Thomson/South-Western

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