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MGMT628 Organizational Development (alt. code=HRM628)

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MGMT628 Organizational Development (alt. code=HRM628)

MGMT628 Organizational Development (alt. code=HRM628).Download/upload Video Lectures, Handouts, Helping Materials, Assignments Solution, Online Quizzes, GDB, Past Papers, Solved Papers and more….

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Important announcement Assignment # 01 Orgnisational Development (MGmT628) due date 22-5-2014

Started by + ((( PἇƦÎzἇἇÐ ₱ἇƦÎѠÎ₰h!!! ))) May 15, 2014. 0 Replies

GDB # 1: ORGANIZATIONAL Development (MGmT628) Due Date: May 02, 2014 Marks: 20

Started by + ((( PἇƦÎzἇἇÐ ₱ἇƦÎѠÎ₰h!!! ))). Last reply by + ((( PἇƦÎzἇἇÐ ₱ἇƦÎѠÎ₰h!!! ))) May 2, 2014. 1 Reply

MGMT628 Organizational Development (alt. code=HRM628) GLOSSARY!!!

Started by + ((( PἇƦÎzἇἇÐ ₱ἇƦÎѠÎ₰h!!! ))). Last reply by + ((( PἇƦÎzἇἇÐ ₱ἇƦÎѠÎ₰h!!! ))) Apr 28, 2014. 30 Replies

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Comment by + ((( PἇƦÎzἇἇÐ ₱ἇƦÎѠÎ₰h!!! ))) on April 25, 2014 at 11:11am

Book Title: Organizational Development and Change
Citation: Cummings & Worley (9th Ed)
Author: Cummings and Worley
Edition: Ninth
ISBN: 0-324-01987-4
Publisher: South Western College Publishing
URL:
Copyright:

Book Store:

Comment by + ((( PἇƦÎzἇἇÐ ₱ἇƦÎѠÎ₰h!!! ))) on April 25, 2014 at 11:10am

IMPORTANT INTERNET LINKS!!!

Comment by + ((( PἇƦÎzἇἇÐ ₱ἇƦÎѠÎ₰h!!! ))) on April 25, 2014 at 11:10am

http://findarticles.com/p/articles/mi_qa5427/

Organization Development Journal

Comment by + ((( PἇƦÎzἇἇÐ ₱ἇƦÎѠÎ₰h!!! ))) on April 25, 2014 at 11:09am

MGMT628 Organizational Development (alt. code=HRM628) GLOSSARY!!!

Comment by + ((( PἇƦÎzἇἇÐ ₱ἇƦÎѠÎ₰h!!! ))) on April 25, 2014 at 11:09am

Total quality management (TQM) : A comprehensive and large scale intervention that focuses all organization systems on the continuous improvement of quality

Transition stage : A condition that exists when the organization is moving from current stage to desired future state. During the transition state, the organization learns hoe to implement the conditions needed to reach the desired future; it typically requires special structures and activities to manage this process.

Trans-organizational development (TD) : An intervention concerned with helping organizations join into partnership with other organizations to perform tasks or solve problems that are too complex to multifaceted for single organizations to resolve. It includes the following stages: identification, convention, organization and evaluation.

Unfreezing : A reduction in the strength of old values, attitudes, or behaviors.

Value judgment :

Statement of belief based on or reflecting an individual’s personal or class values


Comment by + ((( PἇƦÎzἇἇÐ ₱ἇƦÎѠÎ₰h!!! ))) on April 25, 2014 at 11:09am

Task control : The degree to which employees can regulate their own behavior to convert incoming materials into finished products or other outputs.

Task force : A group established to solve a particular problem.

Theory X : A management theory under which managers typically believe that people dislike work and will avoid it whenever possible. Such managers feel they themselves are small, elite group of individuals who want to lead and take responsibility but the larger mass of people want to be directed and to avoid responsibility.

Theory Y : A management theory under which managers usually assumes that worker will accept responsibility provided they can satisfy personal needs and organizational goals at the same time.

Third party intervention :

Activities aimed at helping two or more people within the same organization resolve interpersonal conflicts


Comment by + ((( PἇƦÎzἇἇÐ ₱ἇƦÎѠÎ₰h!!! ))) on April 25, 2014 at 11:08am

Smoothing : Dealing with conflict by denying or avoiding it

Socio-technical system : A term that refers to considering both the social system technical system simultaneously In order to match the technology and people involved optimally

Stakeholder : A person or group having a vested interest in the organization’s functioning and objectives

Strategy : A plan of action defining how an organization will use its resources to gain a competitive advantage in the larger environment. It typically includes choices about the functions an organization will perform, the products or services it will provide and the market and population it will serve.

T-groups :

A method of helping people develops greater self awareness and become more sensitive to their effects on others. Individual learn by interaction with other members of their group.

Comment by + ((( PἇƦÎzἇἇÐ ₱ἇƦÎѠÎ₰h!!! ))) on April 25, 2014 at 11:08am

Self regulating work groups : A work group with clearly defined series of tasks and a clear boundary so that the group can be generally responsible for its own output, quality and work space.

Self serving activities : Activities that satisfy individual needs at the expense of the group.

Sensitivity training : A method of helping people develops greater self awareness and become more sensitive to their effect on others. Individual learn by interaction with other members of their group

Single loop learning : Organizational behaviors directed at detecting and deviating from valued states or goals. This is concerned with fine tuning how an organization currently functions.

Skill training :

Training that is more concerned with improving effectiveness on the job than with abstract learning concepts

Comment by + ((( PἇƦÎzἇἇÐ ₱ἇƦÎѠÎ₰h!!! ))) on April 25, 2014 at 11:07am

Role ambiguity : A result of inadequate information regarding role related expectations and understanding. This occurs when the individual does not understand clearly all the expectations of a particular role.

Role conflict : A result of conflict between managerial or individual expectations and managerial or individual experiences with regard to the performance of the role.

Selective perception : The tendency to perceive only a part of message, to screen out other information.

Self awareness : A positive goal of most training techniques that aim at behavior changes. Self awareness means becoming mindful of one’s existing behavior pattern of behavior in a way that permits relatively non-defensive comparisons of those patterns with potential new ones.

Self designing organizations :

A change program aimed at helping organization gain the ability to change them fundamentally. It is highly participative involving multiple stakeholders setting strategic directions, designing appropriate structures and processes and implementing them. This process helps organizations learn how to design and implement their own strategic changes

Comment by + ((( PἇƦÎzἇἇÐ ₱ἇƦÎѠÎ₰h!!! ))) on April 25, 2014 at 11:07am

Role ambiguity : A result of inadequate information regarding role related expectations and understanding. This occurs when the individual does not understand clearly all the expectations of a particular role.

Role conflict : A result of conflict between managerial or individual expectations and managerial or individual experiences with regard to the performance of the role.

Selective perception : The tendency to perceive only a part of message, to screen out other information.

Self awareness : A positive goal of most training techniques that aim at behavior changes. Self awareness means becoming mindful of one’s existing behavior pattern of behavior in a way that permits relatively non-defensive comparisons of those patterns with potential new ones.

Self designing organizations :

A change program aimed at helping organization gain the ability to change them fundamentally. It is highly participative involving multiple stakeholders setting strategic directions, designing appropriate structures and processes and implementing them. This process helps organizations learn how to design and implement their own strategic changes

 
 
 

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