Bottom-Line Organization Development (Improving Human Performance)
| Author | : | |
| Rating | : | 4.86 (811 Votes) |
| Asin | : | 0750674857 |
| Format Type | : | paperback |
| Number of Pages | : | 250 Pages |
| Publish Date | : | 2014-09-21 |
| Language | : | English |
DESCRIPTION:
The evaluation of organization change is one of the least researched and most important topics in OD. General Managers who depend on rigorous assessment for investment decisions should require this book." - Dave Ulrich, Professor of Business, University of Michigan"addresses the question on the minds of managers everywhere. This in turn has resulted in increased support and funding. We also have learned to approach initiatives with more discipline and build measurement right into the design." - David Vance, President, Caterpillar University . In 'Bottom-Line OD,' Merrill Anderson makes an important contribution to organization change and development by providing a straightforward process, useful tools, and clear demonstration of the linkage between change and business
Merrill C. He has over thirty professional publications and speeches to his credit including the books Strategic Change: Fast Cycle OD and Building Learning Capability Through Outsourcing. He earned his doctorate in Psychology at New York University.. Dr. Anderson has taught graduate-level courses at Pepperdine, Antioch
But in addition to proving the value of OD projects, integrating evaluation into the change management process itself can actually increase the value of the change initiative because it opens up new ways of capturing and increasing the value of change initiatives. In addition, three case studies take readers through the process of applying bottom-line OD to three types of popular strategic change initiatives: executive coaching, organization capability, and knowledge management. The artful application of Organization Development (OD) has helped business leaders articulate vision, rethink business processes, create more fluid organization structures and better utilize people's talents. In other words, there is an ROI to ROI. Readers will gain a holistic perspective of how to make the seemingly intangible benefits of these initiatives tangible.. Organization development practitioners have, for over half a century, engaged with organizations to help them grow and thrive. Merrill Anderson calls this new way of approaching OD "strategic change valuation." The book explains the five steps in the OD value process - diagnosis, design, deployment, evaluation and reflection. Given the increasing competition for budget and resources within organizations and the requirements of demonstrating tangible results, the need for such OD measurement tools is very high. While business leaders and OD practitioners intuitively believe that OD provides valuable results, rigorous me
A Customer said How OD and HR deliver dollar value. This book has several case studies that show from real-world experience how to show dollar value from so-called "soft initiatives." There are several tools and ideas for demonstrating beyond a reasonable doubt how the change initiative delivered monetary value. Dave Ulrich endorsed the book.. "Doctorate Reference Book" according to vnobriga. Excellent reference book for my doctorate program. I received it on time and in excellent condition. Amazon is my go to place for all reading materials.. for the administrator David Croxton administration is important and so is organization