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20 Cards in this Set
- Front
- Back
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Organization Development (OD) aka. Change Management or Employee-Centered Management |
the use of behavioural science concepts, principles and research in conjunction with analystical, decision-making and problem solving techniques to undertake planned organizational interventions aimed at improving performance, organizational health and employee well-being. |
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Action Research
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'Gathers imputs' from an arrange of organizational sources (i.e. survey, focus groups, performance data) and 'develops' behavioural 'science-based changes' programs designed to resolve issues identified
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Appreciative Inquire (AI)
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The art and practice of asking questions that strengthen a system's capacity to comprehend, anticipate, and heighten postive potential ..
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Attidues |
A state of mind or disposition |
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Job Satisfaction
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the attitude one has toward their job or workplace
postivie or negative |
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Work Motivation
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the attitude one has towards doing 'good job performance
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Organizational Identification
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The attitude one has towards a sense of shared goals and values with the orgization, a sense of membership or belongingess, and an 'intention to remain a member of the organization'
not employee engagement |
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Coaching and Counseling Activites |
aimed at developing leadership skills and competencies; provided to managers on a one-on one basis |
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Diagnostic Feedback Activities
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uses tools such as employee surveys, interviews, problem identification , resolution meetings and focus groups to identify and resolve issues and problems or to exploit opportunities
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Education and Training Activities
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include management development and other leadership education initatives aimed at improving Organization Effectivitges
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Employee Involvement/Participation
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the cornerstone concept of Organizational Development - whether it is the freedom of employees to take action without permission, to provide input and suggestion (i,e, to have a voice) to investigagte and design new initatives, to directly measure and track performance, or to simply form a social committee. Its aim is to provide employees with the opportunity to take initative and assume ownership for what happens in their work enviroments and to their organization
not empowerment but another two terms |
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Emplowerment
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involes the delegation of responsibilities, accountabilities and authority, thus enabling employees to have much greater control and ownership of their work and work situation. Basically it 'gives employees the permission to act' without approval and involves them in making decision related to their jobs
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Facilitation
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a key component of the Organizational development process whereby a broad array of techniques (e.g. coaching, consenus building, feedback, brainstorming, problem-solving, team building) are used to achieve the goals set for the change process
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Focus Groups |
a cross sectional representation of an employee population convened to gather information on organizational perforamnce related issues |
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Inter and Intra Group Team Building and Conflict Resoluation Activites
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activites designed to 'improve communication', eliminate "silos" , enhance cooperation and reduce 'inter-departmental' friction
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Job Design
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the 'process' of re-designing work so there is: greater skill variety or challenge, increased task idenity and significant to the worker, greater level of autonomy and improved feedback on perfromance
.Has significance not only in terms of improved organizational effectiveness but also 'impacts on compensation, staffing and training and development' |
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Job Enrichment |
like job design it is an Organizational development strategy that aims to enhance employee motivation by changing the nature of the work |
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Vertical Loading
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job enrichment where by increased responsibility control, variety learning and oportunity for achievement are built into the work/job
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Job Enlargement aka Horizontal Loading |
increase the number of tasks without increased control, learning or opportunity for accomplishment |
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Mediated Conflict Resolution
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The process where Organizational Development practitioners who are trained in mediation and facilitation techniques, work with individuals or groups to 'resolve disagreements' and disputes
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