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Tag: Organizational Change

Ambiguity: the emerging impact of mindfulness for change leaders

Ambiguity: the emerging impact of mindfulness for change leaders

Organizations around the world have a growing need to adapt faster and faster. During a time of rapid adaptation to new systems and strategies, what has worked for organizations and their members in the past is simply not enough as transformational change is required, and substantial ambiguity mounts. Today the demand for change leaders that can effectively deal with ambiguity is high. At the same time, recent organizational research suggests that leaders drawing on mindfulness manage ambiguity in new and…

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Occupational Organization Health Intervention to Improve Knowledge Workers Well Being

Occupational Organization Health Intervention to Improve Knowledge Workers Well Being

A large percentage of the workforce are employed in ‘knowledge’ jobs, cognitively demanding jobs such as IT engineers, academics, and accountants. These jobs are known to be stressful for the workers, however, job redesign is challenging. Over 14 months, a participative organizational-level health intervention was evaluated across six organizations in Denmark. The intervention was designed to improve working conditions and psychological well-being of knowledge workers. Who conducted the study? Ole Henning Sørensen of the Aalborg University, Aalborg, Denmark at the…

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Attachment Issues: Leader-Subordinate Relationships After Voluntary Departures

Attachment Issues: Leader-Subordinate Relationships After Voluntary Departures

Who conducted the study? The study was conducted by Debra L. Shapiro of The University of Maryland, Peter Hom of Arizona State University, Wei Shen of Arizona State University, and Rajshreee Agarwal of The University of Maryland. What was the aim of the study? Researchers in this particular field of study has identified that when a leader in the workplace leaves the organization, subordinates have a tendency to increase their likelihood of leaving the company they are working for, known…

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Disruptive Employee Engagement

Disruptive Employee Engagement

What a fantastic event tonight! Such an engaging and innovative approach to talent management. Thanks to Kyle Hermans! Also thanks to the huge turnout of attendees. Description below. Kyle Hermans will present an interactive discussion that explores disruptive employee engagement. He will explore the roadblocks that stand in the way to building a strong employee experience and how to overcome them to lay the foundation for a change ready culture. Kyle currently holds the position of Partner at Lippincott, a…

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Hypocrisy in The Workplace: Undermined Victims Become Perpetrators

Hypocrisy in The Workplace: Undermined Victims Become Perpetrators

Who conducted the study? This study was conducted by KiYoung Lee of The University at Buffalo, The State University of New York, Eugene Kim of the Georgia Institute of Technology, Devasheesh P. Bhave of Singapore Management University and Michelle K. Duffy of The University of Minnesota.   What was the aim of the study? Undermining, in the field of industrial and organizational psychology, is wherein a person exhibits behavior towards another person that is intended to stop them from achieving…

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Relational Energy: Energizing the Workforce

Relational Energy: Energizing the Workforce

Who conducted the study? The study was conducted by Bradley P Owens of Brigham Young University, Wayne E. Baker of the University of Michigan, Dana McDaniel Sumpter of California State University, Long beach, and Kim S. Cameron of the University of Michigan. What was the aim of the study? In the industrial and organizational field, the idea of energy at the workplace is one of great importance to organizations and other workplaces wherein human involvement is needed for the company…

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Resources for change and the importance of organizational inducements and psychological resilience

Resources for change and the importance of organizational inducements and psychological resilience

The research paper aimed to test employee attitudes toward organizational change as a consequence of organizational inducements and employee psychological resilience. Who conducted the study? Jiseon Shin, M.Susan Taylor and Myeong-Gu Seo, Global Business Administration Department at the University of Maryland, College Park. What did they find? The authors found that the organizational inducements and resilience are two main factors that positively affect employees’ commitment to change (two types: normative and affective commitment). These two types of commitment to change…

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Structure is not organization, or, Ce n’est pas une organization

Structure is not organization, or, Ce n’est pas une organization

An iconic management consulting article written more than three decades ago by several legendary Bay Area organization development (or effectiveness) consultants. Still relevant today. “Our assertion is that productive organizational change is not simply a matter of structure, although structure is important. It is not so simple as the interaction between strategy and structure, although strategy is critical too. Our claim is that effective organizational change is really the relationship between structure, strategy, systems, style, skills, staff, and something we…

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Job Crafting in Organizational Change: A Demands-Resources Perspective

Job Crafting in Organizational Change: A Demands-Resources Perspective

Job crafting in a rapidly changing global economy might be an important ingredient for organizational performance. Who conducted the study? Paraskevas Petrou – Assistant Professor at Erasmus University Rotterdam, Evangelia Demerouti – Assistant Professor at Utrecht University, and Wilmar B. Schaufeli – Professor of Work and Organizational Psychology at Utrecht University and University of Leuven. The authors investigated the interaction between job crafting, job demands, and resources. Job crafting refers any time someone actively manipulates their job responsibilities weather it…

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40 Years of Innovation: Organizational Culture in Biotechnology

40 Years of Innovation: Organizational Culture in Biotechnology

Looking forward to hosting an excellent Bay Area OD consultant tonight… OD Edge Speaker Series continues with Senior Director of Learning and Organization Development, Genentech, Deary Duffie! Deary has over two decades of experience as Chief Learning Officer and Senior Human Resources executive at companies such as Charles Schwab, Levi Strauss and Company, and Hewlett-Packard. He has served as an executive in the United States, as well as temporary international assignments in Brazil, Singapore, Belgium, and Italy. He enjoys work…

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