The book includes a comprehensive collection of cases about the OD process and organization-wide, team, and individual interventions, including global OD, dialogic OD, and OD in virtual organizations. In addition to real-world cases, author Donald L. Anderson gives students practical and experiential exercises that make the course material come alive through realistic scenarios that managers and organizational change practitioners regularly experience. Should you need additional information or have questions regarding the HEOA information provided for this title, including what is new to this edition, please email sageheoa sagepub.
OD INTERVENTIONS. CASE STUDY:
Ben And Jerry's Case Study : Organizational Development | Bartleby
This view, according to McGregor, is the common standpoint of managers. Thus, theory Y is proposed in order to replace the traditional context with a new and positive outlook. It connotes that employees are well-satisfied with their jobs, dedicated, hardworking and innovative. One of the important organizational factors is human resource practices J. Arthur, M. Huselid, Various researchers agree that HR practices are to manage the pool of human resources and ensure that the resources are utilized for the fulfilment of organizational goals R.
Organizational Development Case Study
Larry Wells, a successful businessman and a good negotiator had acquired a major retailer after seeing good business potential in it. Through his excellent managing skills and hard work he could use all his experience of business and start a profitable venture. When the business grew, he employed more and more staff to keep up with the demands at the workplace. However, he had a strictly confidential manner of managing the operations. Being the manager of the company and the owner of the business, he kept the dealings and numbers close to his chest.
Rainbow Consultants. Solutions to help transform you and your business. Case Studies - Organisational Development. Case Study 1: Competency Framework Challenge: The organisation wanted to make an impact upon the performance of their employees and saw the introduction of behavioural competencies as the best way forward. They were unclear at the outset exactly what type of framework would fully meet their needs, but knew they wanted to link the competencies to their performance appraisal scheme.