Академический Документы
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Thomas G. Cummings
Christopher G. Worley
Learning Objectives
for Chapter Twenty One
To understand OD interventions that
enable organizations to continuously
change
To compare and contrast three different
types of OD interventions aimed
developing organizations capable of
continuous change interventions: self
designing organization interventions,
organization learning and knowledge
management interventions, and built to
change organization interventions 13-2
Self-Designing Organizations
Systemic change process altering most features
of the organization
Process is ongoing, never finished—continuous
improvement and change
Learning as You Go—on-site innovation
Need support of multiple stakeholders
All levels of the organization adopt new
strategies and change behaviors
13-3
The Self-Design Strategy
13-4
Organization Learning & Knowledge
Management
Organization Learning interventions
emphasize the structures and social
processes that enable employees and teams
to learn and share knowledge
Knowledge Learning focuses on the tools and
techniques that enable organizations to
collect, organize, and translate information
into useful knowledge
13-5
Organization Learning:
An Integrative Framework
13-6
Characteristics of a Learning Organization
13-8
Discover Theories in Use
Dialogue
Action Maps
Left-Hand, Right-Hand
Column
The Ladder of Inference
13-9
The Ladder of Inference
I take ACTIONS based on
my beliefs
I draw CONCLUSIONS
13-10
Knowledge and Performance
Organization knowledge must be relevant and
applied effectively to the competitive strategy
Link organization learning processes to
organization performance
Growing emphasis on the value of intellectual
assets and services
13-11
Knowledge Management Interventions
Generating Knowledge
• Identify knowledge for competitive strategy
• Develop ways to acquire or create that knowledge
Organizing Knowledge
• Put knowledge into a usable form
• Codification and Personalization
Distributing Knowledge
• Making knowledge easy to access, use & reuse
13-12
Built-To-Change Organizations
Organizations are designed with the
ability to change constantly to create
the best sustainable source of
competitive advantage.
Organizations operate in complex
and rapidly changing environments
13-13
Built-To-Change Design Guidelines
Managing Talent
Reward System
Structure
Information and Decision
Processes
Leadership
13-14
Built to Change
Application Stages
Create a Change-Friendly Identity
Pursue Proximity
Build an Orchestration Capability
Establish Strategic Adjustment a Normal
Condition
Seek Virtuous Spirals
13-15