The Significance of Core Values on the Theory and Practice of Organizational Development

1988 ◽  
Vol 1 (1) ◽  
pp. 6-17 ◽  
Author(s):  
Newton Margulies ◽  
Anthony Raia
Keyword(s):  
Organizational Development ◽  
Core Values ◽  
Theory And Practice

The Impact Of Static Core Values On O.D. Theory And Practice

2011 ◽  
Vol 3 (3) ◽  
pp. 112
Author(s):  
Newton Margulies ◽  
Amy Krull
Keyword(s):  
Organizational Development ◽  
Core Values ◽  
The Body ◽  
Theory And Practice ◽  
The Impact ◽  
Critical Literature ◽  
Static Core

The purpose of this paper is to make an assessment of the field as it currently stands in order to raise the level of awareness of those directly involved with OD (organizational development). To achieve this, our analysis will demonstrate that an important aspect of OD seems to be excluded from the body of critical literature, i.e., the impact of static core values on ODs ability to change.

Theory and practice of national aim, objectives and core values in Nigeria’s strategic history and culture: 1960-2021

2021 ◽  
Author(s):  
Humanus Discourse ◽  
James T. Gwar ◽  
Orfega Gabriel Ortserga ◽  
Daniel T. Degarr
Keyword(s):  
Core Values ◽  
Theory And Practice

scholarly journals ISSUES OF TRANSFER OF TRAINING FROM THE TRAINING HOUSES TO THE LINE DEPARTMENT: A CASE OF GOVERNMENT SECTOR DEPARTMENT IN PAKISTAN

2014 ◽  
Vol 10 (1) ◽  
Author(s):  
Farooq-E-Azam Cheema ◽  
Keyword(s):  
Organizational Performance ◽  
Organizational Development ◽  
Human Resource Development ◽  
Transfer Of Training ◽  
Theory And Practice ◽  
Line Managers ◽  
Factors Affecting ◽  
Government Sector ◽  
The People ◽  
The Government

Purpose:Purpose of this case study and its analysis is to highlight the issue of transfer inherent with the classroom training especially in the government sector departments. Of-the-job training is an expensive investment disparate with its returns. The issue is growingly attracting the attention of the HRD writers and the practitioners. Methodology/Sampling:The study is based on comprehensive literature reviewed critically and the diverse factors affecting transfer of training from the training houses to the line departments. The good practices from the literature were juxtaposed with the actual practices of the Directorate of Human Resource Development Pakistan Customs and Sales Tax and the line departments that directorate was serving. Findings:In theory and practice both, measures relating to transfer of training from the training houses to the line departments is aimed at improving the organizations’ individual employee’s productivity and organizational performance in the result. It focuses on diverse elements and subsystems of the organization involved in the transfer of training including the training house management, the trainees, line managers and the top management of the client organizations. Involvement of the people in the process of organizational development is hall mark of this process.

scholarly journals Impact assessment on the performance of e-learning in corporate training programs in the context of globalization

2017 ◽  
Vol 11 (1) ◽  
pp. 398-410
Author(s):  
Roxana Maria Gavril ◽  
Jan Kiehne ◽  
Christian Richard Hell ◽  
Carsten Kirschner
Keyword(s):  
Organizational Development ◽  
Business Performance ◽  
Learning Strategy ◽  
Production Systems ◽  
Positive Impact ◽  
Theory And Practice ◽  
Easy Access ◽  
State Education ◽  
E Learning ◽  
The Impact

Abstract The goal of this paper is to identify the main criteria based on which e-Learning is used in organizational development with positive impact on business performance. Globalization has led to a multitude of changing markets, including learning and education. While quality production systems are implemented based on imposed standards, the business knowledge of employees varies in each country, mirroring the education system provided locally. The results are individually different knowledge gaps which challenged the learning industry to develop new strategies embedded in e-learning solutions. Major contribution to theory and practice on combining vision and spoken learning is brought by the work of psychologists and professors of education (Allen, 2012; Mayer, 2009; Hattie, 2009). Their innovations offered solutions for easy access to knowledge and implementation methods, as well as the documentation of the inclusion of videos in e-learning modules (Halls, 2012), offering teachers and trainers the possibility to create a live experience to trainees engaged in e-learning programs. This paper is based on data collected internationally and our empirical research undertaken in Romania, which is Europe’s main cluster for various production industries and world’s second for IT. Based on a questionnaire, we interviewed 18 multinational companies which perform parts of their business activities in Romania. Research results show that with the implementation of an effective e-learning strategy a 40-60% cost reduction, a complete measurability of the learning process and a standardized input and outcome of trainings has been achieved. This paper aims to highlight the impact of e-learning applied for business trainings within global developing companies. This study may be applicable to state education and thus could help to reduce the gap between local education and global expectations.

Promoting Strengths, Prevention, Empowerment, and Community Change Through Organizational Development: Lessons for Research, Theory, and Practice

2010 ◽  
Vol 39 (1) ◽  
pp. 50-64 ◽  
Author(s):  
Scotney D. Evans ◽  
Ora Prilleltensky ◽  
Adrine McKenzie ◽  
Isaac Prilleltensky ◽  
Debbie Nogueras ◽  
...  
Keyword(s):  
Organizational Development ◽  
Community Change ◽  
Theory And Practice

scholarly journals Quản trị thay đổi (Change Management: theory and practice)

2021 ◽  
Author(s):  
Dao Duy Huan ◽  
Dao Duy Tung
Keyword(s):  
Organizational Change ◽  
Change Management ◽  
Core Values ◽  
Theory And Practice ◽  
Management Theory ◽  
Organizational Change Management ◽  
Organizational Goals ◽  
Methodical Approach

Change management is a methodical approach that includes dealing with the transformation of organizational goals, core values, processes, and technologies. The purpose of every organizational change management initiative is to successfully implement strategies and methods for effecting change and helping people to accept and adapt to change.

scholarly journals Organizational consulting models and performance improvement

2020 ◽  
Vol 25 (2) ◽  
pp. 195-213
Author(s):  
Rasa Nedzinskaite-Maciuniene ◽  
Agne Brandisauskiene ◽  
Jurate Cesnaviciene ◽  
Ramute Bruzgeleviciene
Keyword(s):  
Organizational Development ◽  
Rural Areas ◽  
Theory And Practice ◽  
Development Theory ◽  
Organizational Consulting ◽  
Case Study Analysis ◽  
Theoretical Approaches ◽  
Proposed Model ◽  
And Performance

This study is concerned with a possible organizational consulting model of schools in rural areas with unfavorable social, economic and cultural (SEC) environments. Specifically, the study offers a case study analysis of five rural schools of one Lithuanian municipality. The results yield a conceptual framework for a model of rural school consultation. The proposed model is in line with the theoretical approaches of the dynamic and the ecological theories. The obtained research results offer suggestions and insights for organizational development theory and practice.

Construct of Expertise Within the Context of HRD: Integrative Literature Review

2018 ◽  
Vol 17 (4) ◽  
pp. 440-464 ◽  
Author(s):  
Catherine A. Cherrstrom ◽  
John Bixby
Keyword(s):  
Leadership Development ◽  
Literature Review ◽  
Organizational Development ◽  
Human Resource Development ◽  
Workforce Development ◽  
Work Performance ◽  
Theory And Practice ◽  
Future Research ◽  
Performance Career ◽  
Challenges And Opportunities

Human resource development (HRD) academics and practitioners often speak of developing expertise in individuals and unleashing expertise in organizations. For individuals, expertise has professional and personal implications related to employment, work performance, career development, career transition, and resulting livelihood across the life span. For organizations, expertise has implications for training and development; for organizational development, as a competitive advantage; and for performance. Expertise presents challenges and opportunities for HRD and merits additional research to meet such challenges and leverage opportunities to benefit individuals, teams, organization, communities, nations, and humanity. The purpose of this integrative literature review was to examine the construct of expertise within the context of HRD. Findings included where, when, and how authors used expertise in the HRD literature. Major themes comprised expertise and assessment, workforce development, professional development, leadership development, redevelopment, and elicitation and transfer. Findings have implications for theory and practice and inform future research.

A comprehensive study of manifests in lean manufacturing implementation and framing an administering model

2020 ◽  
Vol 11 (4) ◽  
pp. 797-820
Author(s):  
Protik Basu ◽  
Pranab K. Dan
Keyword(s):  
Organizational Development ◽  
Lean Manufacturing ◽  
Structural Model ◽  
Theory And Practice ◽  
Successful Implementation ◽  
Extensive Literature ◽  
Content Type ◽  
Latent Constructs ◽  
Input And Output ◽  
Exhaustive List

Purpose The purpose of this study is to review and conceptualize a holistic framework for lean manufacturing (LM) implementation, enabling the manufacturing industries to administer the implementation process successfully toward organizational development and customer satisfaction. Design/methodology/approach An extensive literature survey on the input and output manifests of lean production is carried out. An attempt is made to build an exhaustive list of all the technical and human inputs necessary for LM implementation, coupled with a similar exhaustive list of the benefits accrued from its successful implementation. The determinants and outcomes of successful LM implementation are further mapped onto 11 distinct input latent constructs and 3 distinct output latent constructs, respectively. Findings A conceptual structural model for administering LM implementation is framed based on the manifests considered in the literature. Research limitations/implications The model conceptualized in this study may be treated as a guide for successful LM implementation in a manufacturing enterprise. Practical implications This research is expected to provide further insights for lean implementation and will be very helpful to integrate the lean principles, tools and benefits into a unified coherent complete manufacturing system. Originality/value To the best of the authors’ knowledge, this work is one of the very first research studies to have a comprehensive all-inclusive study of the input and output variables for LM implementation. It intends to bridge the gap between theory and practice and has come up with a comprehensive framework which will aid the lean practitioners toward successful LM implementation, as well as, assist them in assessing the effect of implementation.

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