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Final Project- References
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FINAL PROJECT- REFERENCES 2
Final Project- References
Bond, M. A., & Blevins, S. J. (2020). Using faculty professional development to foster organizational change: a social learning framework. TechTrends, 64(2), 229-237.
Change in an organization is a constant and evolving aspect that not only gives the organization a competitive advantage, but also fosters and accommodate diverse teams through the change of company culture. This article states the creation of the conceptual framework that is utilizes in systems thinking and change in combination with social learning theories that may be employed by organizations to foster meaningful development changes. In addition to defining each component of the framework, suggestions on intervention strategies, change strategies, and considerations in design are also spoken about in the paper.
French, W. L., & Bell, C. H. (1995). Organization development. Prentice Hall International.
This book mentions the exploration of improving organizations through systematically planned long-term efforts that focus on the organization’s culture and social and human experiences and processes. Theory, practice, and research related to organizational development is explained, giving a clear, in-depth explanation in developments, advancements, and expansions in the research into organizational development. Furthermore, with the culture of the organization, social and human experiences and processes being the focus of the book, a lot of research is poured into ways organizations can bring gradual change to their offices and workplaces, to not only stimulate a working environment, but also a learning environment.
Change is a constant presence within today’s higher education institutions. Local faculty professional development opportunities may provide avenues for enacting these organizational changes through personal continuous improvement. While working to meet these organizational priorities, it is also essential that professional development must provide opportunities for individual growth. The social sector is concerning a society that is constantly changing it norms, attitudes, and relations to power. In addition to that, they deal with the ills present head on. This desire to make things better provides the force of motivation to create organizational interventions needed to work on building a greater ownership of organizational staff, mirroring expected community norms, having clarity about the community’s vision and having a clear theory of change.
Hodges, J. (2016). Managing and leading people through organizational change: The theory and practice of sustaining change through people. Kogan Page.
With structures, systems, processes, and strategies simple to understand relatively, the management of people is more of a complex fit. Change can have a significant impact on each of the workers, which can lead to different attitudes and reactions. The book provides a critical analysis of transformation and change in organizations from a theoretical and practical perspective. Furthermore, individual, team, and organizational issues are analyzed before and after change transformation is taken into effect with the use of case studies and interviews with people from organizations in different sectors across the globe. The book also shows how theoretical aspects can be applied in practice through exampled and recommendations.
Waddell, D. M., Creed, A., Cummings, T. G., & Worley, C. G. (2019). Organisational change: Development and transformation. Cengage.
Change management is an essential process that equips organizations with a competitive advantage that is crucial in setting company culture and initiating change within the company. Leaders and managers often encounter conflicting challenges in motivating and understanding the core of increasingly diverse workforces within their teams and organizations. Furthermore, they experience accountability to stakeholders and the planning for a future in a chaotic environment. Environmental changes that organizations undergo today and managing organizational development through the planning process of change. The future directions of change management are also discussed with the field of organizational change continuing to evolve.