The document discusses the action research model, which is a cyclical process used for planned organizational change. It involves preliminary diagnosis, gathering data from clients, feedback, exploration of data, action planning by clients, implementation of actions, and evaluation of results. The model fosters organizational learning, collaboration, and viewing the organization as a whole system. It helps improve performance, align actions with strategy, develop leadership, and reshape organizational culture.
Transforming Organisational Development – A Case Study The HR Observer
A case study which shows how a structured methodology called IMPACT™ transforms one of the UAE’s best known organisations from the inside out. The results speak for themselves: Increased organisational effectiveness driven by internal staff and leadership in a period of less than 12 months. Incredible renewed enthusiasm, engagement and return on investment from a learning and development program initiative, which drives managers to become change champions and internal management consultants. This case study shows a practical approach to improving organisational effectiveness, engaging individual managers and use of internal talents to deliver superior financial results
Dr Richard Scott Taylor, Managing Partner and Founder, Innesskirk Global
Transforming Organisational Development – A Case Study The HR Observer
A case study which shows how a structured methodology called IMPACT™ transforms one of the UAE’s best known organisations from the inside out. The results speak for themselves: Increased organisational effectiveness driven by internal staff and leadership in a period of less than 12 months. Incredible renewed enthusiasm, engagement and return on investment from a learning and development program initiative, which drives managers to become change champions and internal management consultants. This case study shows a practical approach to improving organisational effectiveness, engaging individual managers and use of internal talents to deliver superior financial results
Dr Richard Scott Taylor, Managing Partner and Founder, Innesskirk Global
Conditions for failure in OD effort - OD process - Organizational Change an...manumelwin
A continued discrpancy between top management statements of values and styles and their actual work behaviour.
A big program of activities without any solid base of change goals.
Overdependence on outside help: With the incresing complexity of organizations and of the demands of the environment, it is easy to let consultants or specialists `solve the problem.’
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• Dimensions of a high performance culture
• Engagement Meta-Studies – impact on people, performance and business metrics
• How engaged are we – the bad news and impact of the engagement deficit?
• Case studies linking engagement initiatives to performance
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• Barriers to engagement
• 4 critical enablers to engagement
• What really motivates people?
• 3 E’s of leadership to build engaging high performance workplaces
Introduction to Organizational Development Organizational Change and Develop...manumelwin
The term organizational development was coined by Richard Beckhard in the mid-1950s.
Organizational development is an acronym of two words i.e., organization and development.
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For more content like this, check out Acorn Labs: http://acornlabs.education/
Systematic approach to understand present state of organization and Specifies nature of problem and causes that provides basis for selecting strategies that involves systematic analysis of data for organization development.
covers OD Objectives ,strategy and OD Interventions( covering all the models of Interventions) , Organisational change( Types of Change; Process of change, Models, Change agent
Conditions for failure in OD effort - OD process - Organizational Change an...manumelwin
A continued discrpancy between top management statements of values and styles and their actual work behaviour.
A big program of activities without any solid base of change goals.
Overdependence on outside help: With the incresing complexity of organizations and of the demands of the environment, it is easy to let consultants or specialists `solve the problem.’
5 Steps to Creating Your Winning Values Based Culture Barbara Ashton
Everybody knows the importance of values in building engagement and productivity. But how does one incorporate these values into a sustainable culture that enables you to succeed in business today, and tomorrow? This short presentation talks about the importance of your organization's culture, what values are at work driving some of today's most successful cultures, and gives you five steps to building, influencing, supporting and 'behaving' a sustainable winning culture.
This talk explores the topic of engagement and its link to performance, and they key ingredients required to engage people and build a culture of high performance and high engagement
• The link between engagement and culture
• Dimensions of a high performance culture
• Engagement Meta-Studies – impact on people, performance and business metrics
• How engaged are we – the bad news and impact of the engagement deficit?
• Case studies linking engagement initiatives to performance
• Engagement and the individual
• Barriers to engagement
• 4 critical enablers to engagement
• What really motivates people?
• 3 E’s of leadership to build engaging high performance workplaces
Introduction to Organizational Development Organizational Change and Develop...manumelwin
The term organizational development was coined by Richard Beckhard in the mid-1950s.
Organizational development is an acronym of two words i.e., organization and development.
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Causes and effects of workplace stress and how to reduce and prevent them. Both employees and employers will benefits from a workplace stress reduction and prevention plan. It is better to be proactive than reactive. Research has shown that companies who provide ways for employees to reduce their workplace stress find them to be more productive, happier, and loyal to the business.
Regards,
~ Holley Jacobs
Employee engagement refers to the level of dedication and enthusiasm employees hold regarding their tasks, responsibilities, and the overall objectives and culture of a workplace. It’s important to measure employee engagement (in a worthwhile way) and embed employee engagement into an organisations culture.
For more content like this, check out Acorn Labs: http://acornlabs.education/
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covers OD Objectives ,strategy and OD Interventions( covering all the models of Interventions) , Organisational change( Types of Change; Process of change, Models, Change agent
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The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
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2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
Implement of action research model of company. ms word
1. The Power point presentation on:
Implement of Action Research Model of
Company.
Introduction
The action research model focuses on planned change as a cyclical process in which
initial research about the organization provides information to guide subset quotation.
Then the results of the action are assessed to provide further information to guide
further action, and so on.
Action Research is essentially a mixture of three ingredients. The action research model
as applied in OD consists of:
A preliminary diagnosis.
Data gathering from the client group.
Data feedback to the client group.
Exploration of the data by the client group.
Action planning by the client group.
Action taking by the client group.
Evaluation and assessment of the result of the actions by the client group.
2. Problem find out
1) Provides a systematic approach to solve business challenges. Being prepared to
initiate, anticipate, and respond positively to change is beneficial to the efficiency and
sustainability of organizations. The Action Research Model is a step-by-step method
that helps OD professionals conduct interventions geared towards improving a business
situation. Since it is systematic, the emphasis is to ensure that all basis of a problem are
taken into account in a proper order and appropriately addressed.
2) Helps us analyze issues and design the appropriate intervention. Action research
focuses on putting information to action. This model helps clients identify business
needs and challenges, create a contract to define the working relationship and
deliverables, collect data to identify the gaps and find the root causes, analyze data to
identify priorities and actions needed, identify the interventions needed, and create a
project plan. Organizations can implement successful change programs for both short-
and long- term.
3) Fosters a culture of learning OD
Practitioners transfer their
knowledge to the organization in
data collection, analysis, statistical
tools borrowed from areas such as
quality management, strategic
planning, communication, problem
solving and decision making, team
building, culture change, systems
thinking, leadership development,
and process improvement. A
deeper understanding of the issues
related to the organization is
developed. This learning results in
greater insights from all involved on
how a problem or situation can be
handled best.
4) Requires the involvement of
senior leaders and other critical stakeholders. Action research requires change agents,
who act as the conduits for delegation and feedback, to take on pivotal responsibilities
and information to effectively communicate data. This is not possible without the key
involvement of senior leaders and other critical stakeholders. The buy-in of these
individuals helps keep the project on track and results in greater engagement in the
change process.
3. 5) Promotes collaboration In action research, the client and the change agent
collaborate in identifying and ranking specific problems, in devising methods for finding
their real causes, and in developing plans for coping with them both realistically and
practically. This collaboration helps in building greater trust and understanding both of
which are pivotal to an organization being able to achieve its goals.
6) Helps reshape the organizational culture .An organization that is used to authoritative
style of management will eventually realize that most people feel disconnected with
change. After introducing action research as a way to handle change, the organization
can find renewed energy and engagement regarding organizational issues. People feel
vested in the process and want to help. Everyone involved feels their contribution is
valuable.
7) Helps improve performance on all levels. The action research model results in a
comprehensive approach that addresses all areas of improvement within an
organization. As the project plan is created by following a systematic approach to
discovery, the organization can better achieve long term goals, implement the
interventions, collect feedback to measure results, and transfer the skills and knowledge
learned to imbed the process into the culture. By doing so, performance is enhanced
throughout the organization.
8) Helps align actions with organization strategy. For organizations, change is the way
to remain competitive and to grow. Since essential information is available as a part of
the client discussion and other data-gathering processes, action research helps the
organization make necessary tweaks in its actions so that it can achieve its goals.
Action research also facilitates the application of other models such as the McKinsey 7-
S model which helps further in the alignment process.
9) Helps develop leadership. The leadership when involved with the change process
develops skills to work with groups, understand their issues, and come up with solutions
in a collaborative way. Developing leadership in this manner is good for the culture of
the organization and helps build engagement. Leadership understands the value of
organizational learning and learns to facilitate this in order for the organization to
continue to grow successfully.
10) Sees the organization as a whole system. Action research helps in viewing the
system as a whole and not in its individual components. This gives the bigger picture on
the best course of action for the organization. Helps people come on board through a
better understanding of their role in bringing about change.
4. Implement of Action Research Model
The process of change involves three steps: Example by The kurt Lewin’s and
Friends model in the year 1987.
Unfreezing: Creating motivation and readiness to change through.
Changing: Helping the client to see things, judge things, feel things and react.
Refreezing: Helping the client to integrate the new point of view into.
This stage involves the actual change from one organizational state to another. It may
include installing new methods and procedures, reorganizing structures and work
designs, and reinforcing new behaviors. Such actions typically cannot be implemented
immediately but require a transition period as the organization moves from the present
to a desired future state.
5. Problem & Recommendation
This stage usually begins when a key executive in the organization or someone with
power and influence senses that the organization has one or more problems that might
be solved with the help of an OD practitioner. Contact between the consultant and client
is what initiates the entry phase. After the contact, the consultant and the client begin
the process of exploring with one another the possibilities of a working relationship.
During this process, the consultant assesses:
The probability of relating with the client.
The motivation and values of the client.
The client’s readiness for change.
The extent of resources available
Potential leverage points of change.
During the initial contact, the OD practitioner and the client carefully assess each other.
The practitioner has his or her own normative, developmental theory or frame of
reference and must be conscious of those assumptions and values. Sharing them with
the client from the begin in establishes an open and collaborative atmosphere.
Conclusion
By conducting this project, I found a new approach to teaching word study that is
beneficial to this group of company. I have also expanded my knowledge about how
employer learn words and the developmental progression they go through. Action
research not only helped all employer’s but also helped me become a more reflective
practitioner. In order to develop comprehension abilities, explanation is valuable.
References
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Website: www.instituteod.com
Linked-in Group: Institute of Organization Development.
Twitter: @OD_CareerDev.
Facebook: IOD page.
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