Journal ArticleDOI
Current and Future Trends for Change Agentry
TLDR
A follow-up study of forty-five change agents who were originally studied five years earlier showed that change agents, who make a living helping others deal with change, are having to cope with major shifts and changes in their own profession as mentioned in this paper.Abstract:
A questionnaire/interview was used as a follow-up study of forty-five change agents who were originally studied five years earlier. The results show that change agents, who make a living helping others deal with change, are having to cope with major shifts and changes in their own profession. Various changes in their methods are described, along with their own appraisals of the results of these changes.read more
Citations
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Organization Development in Schools: The State of the Art
TL;DR: Organization development is a change strategy for organizational self development and renewal as mentioned in this paper, which has been used in schools over the past 15 years and has been widely different images of what OD is, and widely different claims made for its value or worthlessness.
Organization Development: A Collection of References from Education, Psychology, and Business.
Stewart Ehly,Michele Eliason +1 more
Examining the state of the field and possibilities for collaboration in organization development
TL;DR: In this paper, the authors present a list of tables for tables and lists of tables, including tables and tables with columns and columns, and tables and columns with columns, for tables.
Journal ArticleDOI
Organization Development: A Closer Scrutiny
TL;DR: The central thrust of as mentioned in this paper argues the need to expand the critical literature on organization development in terms of theoretical assumptions and change strategies, and the importance of change strategies in the field of organization development.
References
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Journal ArticleDOI
Agents of Planned Social Change: Congruence of Values, Cognitions, and Actions.
TL;DR: In this article, the authors collected questionnaires from 91 varied well-known social-change agents and organized them into a framework called the change agent's general change model, which included their values about change, how they conceptualized means of effecting change, the techniques they used to carry out change, their personal characteristics and their descriptions of their work.
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Organization Development in Transition
TL;DR: In this paper, three recommendations for the future survival of OD are made: OD must become more theory and research-based; OD must develop a new model that will incorporate with its methodology, directions for organization change based on research knowledge; and OD practitioners are needed who (a) know who they are as persons and (b) will practice more OD on the field itself.
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OD Reaches Adolescence: An Exploration of Its Underlying Values
TL;DR: In this article, the interplay of three values rationalism, pragmatism, and existentialism is described as a means toward understanding the identity, potentialities, struggles, and dilemmas of OD by exploring a set of values and philosophies which underlie it and have contributed to its development.
Journal ArticleDOI
How Different Types of Change Agents Diagnose Organizations
TL;DR: In this article, the results of a questionnaire study focused on how four types of change agents, the Outside Pressure Type, the Organization Development type, the Analysis for the Top Type and the People Change Technology Type diagnose organizations.
Journal ArticleDOI
Change Agent Bias: What They View Determines What They Do:
Noel M. Tichy,Jay N. Nisberg +1 more
TL;DR: In this paper, the NTL sponsored case study was presented with the same case study and participants were asked to list the ten most important diagnostic questions they asked during the case study.