Term
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Definition
"Human Performance Improvement" part of Talent Management. Steps:
1. Goal Setting - identify Key Result Areas (KRAs), Communicating performance Expectations - sharing with incumbents
2. Coaching/Training
3. Ongoing Performance Feedback
4. Performance Appraisal
5. Goal setting for next cycle
OD pros more involved in (re)design of programs than implementation, which is more commonly HR Dept territory |
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Term
| Competency studies/competency models |
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Definition
| looking for the right stuff, important in initial recruitment and selection strategies. Other strategies: Behavior based interviewing, situational interviewing, Realistic Jop preview (simulation)/ Assesment Center (AC) |
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Term
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Definition
| widespread/popular, can be structured or informal, considered important for females and minorities, mentor usually not in the chain of command, therefore issues of "role ofthe supervisor" in mentoring process |
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Definition
| many orgs going to a university concept - structured curriculum - requirements plus electives - |
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Term
| Career planning and development/ succession planning |
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Definition
| interactive joint process between individual and his/her manager. Identify career objectives, assess current skill level, create a flexible "individual development plan" with specific development activities (classes, job assignment, project/committee assignments) to acheive objectives. Ongoing review |
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Term
| Movie - North Shores Oil Rig |
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Definition
| Work Permit system failure, Risk analysis, safety as a priority, communication breakdown, lessons learned - management of change, emergency plan/evac drills, work permit procedures, train crash, |
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Term
| Workforce Diversity Issues |
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Definition
| compliances vs. proactive strategic stance, piecemeal vs. systems approach |
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| behavior-based safety, systems approach |
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Definition
| looking at safety concerns as an organization-wide responsibility made up of many different parts. Nothing happens in isolation. Safety is integrated culturally into the way employees work |
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Term
| factors influencing safety |
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Definition
| behavio - maybe most critical, environment - working conditions, potential environmental hazards, tools, housekeeping, person - personal characteristics, personality, motivation, fatigue, stress, knowledge, skill |
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Term
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Definition
| for every accident, there are many near misses, for every near miss there are many unsafe acts, for every unsafe act there are many improper work behaviors |
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Term
| Integrated strategic change |
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Definition
participative process of developing and implementing business strategy - it is also the pet intervention of text-book author Steps:
Strategic analysis - readiness to change, current "footprint" (strategy and design)
2. Establishing new strategic orientation "desired future"
3. designing plan
4. |
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Term
| Are there good and bad cultures? What is org culture? |
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Definition
| Key to be effective - adaptive org cultures that embrace change |
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Term
| Strategic Guidlines for Culture Change |
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Definition
1. Vision/Mision/Values
2. Total Support from the Top
3. Restructure the Org consistent with new Culture
4. Socialize newcomers and terminate deviants
5. set realistic expectations |
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Term
| Organization Learning approach |
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Definition
| Peter senge - org that captures knowledge, learns like an organism, spreads info and retains it. Knowledge Management, Knowledge-diffusion systems, scanning systems identifying best practices |
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Term
| Common characteristics of learning orgs |
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Definition
1. HPO structure
2. Information systems - specifically for scanning, processing, diffusion.
3. HRM systems promote and reward knowledge acquisition and diffusion
4. Org culture - promoting and supporting all above
5. Leadership - modeling and exemplifiying the above |
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Term
| Transorganizational change |
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Definition
| spawned out of M&A, change with more than one company involved |
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Term
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Definition
| joint ventures, net - more than 3 orgs involved |
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Term
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Definition
| globalization of the economy is big drives - is OD US culture specific or universal? 2 key variables - Cultural Context and Level of Econ Development |
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Term
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Definition
| Od more effective if culutre shares values of openess, candor, democratic participation, power-sharing, collaboration, personal growth, empowerment) |
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Term
| Hofstede's 5 dimensions on which national cultures vary |
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Definition
| Context orientation - formal/punctual vs. not; Power distance - high is caste system, low egal; uncertainty avoidance - hi resistant to change; achievement orientation - hi climb the ladder; individualism - high independent |
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Term
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Definition
| substistence economy - no application of OD except "global social change org;" Industrializing econ - OD focus on business basics - strategic and technostructural issues; Industrial - target - Od most effective when econ development and cultural fit are both high |
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Term
| Emerging Practice of OD worldwide |
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Definition
| international - sell existing products to another country. not much global integration or local responsiveness; global - goal is to sell standardized products in many foreign countries to increase efficiency. more need for integration of people, production across countries, key positions filled by nationals; Multinational - goal is to tailor products to local market (high responsiveness)Local markets have high autonomy; transnational - most complex - network of companies across many countries staffed by locals, few examples; Recent: Global social change org - create sustainable change in communities and societies |
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Definition
| abundant OD ops, especially crew resource management |
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| TQM and application of cooperative learning - team-based teaching, classroom assignments that mirror the self-managing work team. |
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