{"product_id":"managing-change-9781394176229","title":"Managing Change","description":"\u003cb\u003eBook Synopsis\u003c\/b\u003e\u003cbr\u003e\u003cp\u003e\u003cb\u003eCREATE A HIGH-PERFORMING TEAM BY EMPLOYING EFFECTIVE CHANGE MANAGEMENT\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eDo you want to improve your current workplace or organization? Organization Development can teach you what steps you can take to achieve your goals. You'll follow Chuji, a store manager at an automobile company who's been sent to a troubled dealership branch and learn from the challenges he faces as he implements a series of managerial changes only to meet resistance and hostility from employees and leaders. You'll also learn about:\u003cbr\u003e\u003cbr\u003e\u003c\/p\u003e \u003cul\u003e \u003cli\u003eHow to overcome obstacles and resistance to organizational change\u003c\/li\u003e \u003cli\u003eHow to employ the principles of visibility, communication, and visioning while leveraging the strengths of your team\u003c\/li\u003e \u003cli\u003eThe science of organizational development\u003c\/li\u003e \u003c\/ul\u003e \u003cp\u003e\u003ci\u003e\u003cbr\u003eManaging Change\u003c\/i\u003e is an indispensable roadmap to effective change management that will help you shift the mindset of your team members from individualism to one focused on the good o\u003cbr\u003e\u003cbr\u003e\u003cb\u003eTable of Contents\u003c\/b\u003e\u003cbr\u003e\u003c\/p\u003e\u003cp\u003eIntroduction 9\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePrologue Problems Keep Happening Yet the Workplace Stays the Same\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eStory 1 The Unchanging Workplace 16\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e1-1 The Human Side of Workplaces and Organizations 34\u003c\/p\u003e \u003cp\u003eThe Hard and Soft Sides of an Organization \/ Why Managing the Human Side Is Important\u003c\/p\u003e \u003cp\u003e1-2 Technical Problems and Adaptive Challenges 39\u003c\/p\u003e \u003cp\u003eThere Are Two Sides to a Problem \/ Common Leader and Manager Mistakes\u003c\/p\u003e \u003cp\u003e1-3. Adaptive Challenges and Organization Development 43\u003c\/p\u003e \u003cp\u003eProblems in the Human Side Include Adaptive Challenges\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 1 What Is Organization Development?\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eStory 2 Meeting a Supporter of Organization Development 46\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e2-1 What Exactly Is Organization Development? 65\u003c\/p\u003e \u003cp\u003eOrganization Development Is a “Label” \/ Defining\u003c\/p\u003e \u003cp\u003eOrganization Development\u003c\/p\u003e \u003cp\u003e2-2 Steps in Organization Development 69\u003c\/p\u003e \u003cp\u003eHow to Deal with Adaptive Challenges \/ The Three Steps in\u003c\/p\u003e \u003cp\u003eOrganization Development \/ Organization Development\u003c\/p\u003e \u003cp\u003eStep 1: Seeing the Problem \/ Organization Development\u003c\/p\u003e \u003cp\u003eStep 2: Serious Discussion \/ Organization Development\u003c\/p\u003e \u003cp\u003eStep 3: Building a Future\u003c\/p\u003e \u003cp\u003e2-3 What Exactly Is a Discussion? 80\u003c\/p\u003e \u003cp\u003eDiscussion Means Two-way Communication Where\u003c\/p\u003e \u003cp\u003eMeaning Is Conveyed \/ The Four Levels of Two-way\u003c\/p\u003e \u003cp\u003eCommunication \/ Level 1: Polite Conversation \/ Level 2: Debate \/ Level 3: Introspective Discussion \/ Level 4: Productive Discussion \/ Discussion Levels and the Three Steps of Organization Development\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 2 The Core Team as an Agent of Change\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eStory 3 Building a Core Team 94\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e3-1. The Importance of Trying to See What You Don’t See 111\u003c\/p\u003e \u003cp\u003eThe Difficulty of Trying to Understand the Feelings of Someone Before You \/ What Is Needed to See the Human Side?\u003c\/p\u003e \u003cp\u003e3-2 The Core Team to Propel Change 115\u003c\/p\u003e \u003cp\u003ePropelling and Suppressing Change \/ A Core Team to Increasingly Propel Change\u003c\/p\u003e \u003cp\u003e3-3 Propelling Organization Development 120\u003c\/p\u003e \u003cp\u003eRoles Needed Besides the Core Team \/ Transformation\u003c\/p\u003e \u003cp\u003eLeader \/ Organization Development Supporter \/ Sponsor\u003c\/p\u003e \u003cp\u003e3-4. Process Consultation—How Do Supporters Support Organization Development? 126\u003c\/p\u003e \u003cp\u003eThe Three Styles of Support \/ The Specialist Style: Teaching Solution Strategies and Giving Information \/ Doctor-Patient\u003c\/p\u003e \u003cp\u003eStyle: Diagnosis and Prescription \/ Process Consultation\u003c\/p\u003e \u003cp\u003eStyle: Participatory Support \/ An Example of Process\u003c\/p\u003e \u003cp\u003eConsultation Support \/ Building a Support Relationship as a\u003c\/p\u003e \u003cp\u003eParticipant\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 3 From Individual Work to Cooperation\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eStory 4 Toward Being Able to Teach Each Other 134\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e4-1 Moving from Individual Work to Cooperation 157\u003c\/p\u003e \u003cp\u003eWhy Work Is Being Done Individually \/ The Shortcomings of Individual Work \/ From Individual to Cooperative Work\u003c\/p\u003e \u003cp\u003e4-2 Expanding Organization Development 164\u003c\/p\u003e \u003cp\u003eStructured and Unstructured Organization Development \/\u003c\/p\u003e \u003cp\u003eIncreasing the Power of the Core Team to Transform Itself\u003c\/p\u003e \u003cp\u003e4-3 Dealing with Resistance to Change 169\u003c\/p\u003e \u003cp\u003eResistance to Change Is Healthy \/ Dealing with Negative\u003c\/p\u003e \u003cp\u003eReactions \/ Building Successful Experiences through Small\u003c\/p\u003e \u003cp\u003eAttempts\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 4 Changing the Individual Mindset\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eStory 5 Outgrowing Focus on Individual Work and Achievements 176\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e5-1 Differences in Mindsets 192\u003c\/p\u003e \u003cp\u003eThe Achievement Mindset Dominates Businesses \/ Moving from the Achievement Mindset to the Organization Development Mindset\u003c\/p\u003e \u003cp\u003e5-2 Discussion with People You’re in Conflict with 197\u003c\/p\u003e \u003cp\u003eThe Pattern in Connections That Don’t Go Well \/ Discussing and Building a Cooperative Relationship with People You’re in Conflict with \/ Using Appreciative Inquiry (AI) in Discussions\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 5 Deepening and Expansion throughout the Organization as a Whole\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eStory 6 From Confrontation to Cooperation 204\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e6-1 Implementing Cooperation within a Group 221\u003c\/p\u003e \u003cp\u003eHow Conflicts and Confrontation Are Born in a Group \/ The Mindset Needed in Building Cooperative Relationships within a Group\u003c\/p\u003e \u003cp\u003e6-2 The Growth and Development of an Organization or Workplace 227\u003c\/p\u003e \u003cp\u003eWhat Is Self-organization? \/ Deepening Organization Development and the Growth and Development of an Organization or Workplace \/ Constant Discussion and Pursuit\u003c\/p\u003e \u003cp\u003e\u003cb\u003eEpilogue\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhat Does It Mean for an Organization to Change? 236\u003c\/p\u003e \u003cp\u003eAfterword 243\u003c\/p\u003e \u003cp\u003eReferences 245\u003c\/p\u003e","brand":"John Wiley \u0026 Sons Inc","offers":[{"title":"Default Title","offer_id":49083884962135,"sku":"9781394176229","price":15.29,"currency_code":"GBP","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0817\/1739\/5799\/files\/9781394176229.jpg?v=1725550322","url":"https:\/\/bookcurl.com\/products\/managing-change-9781394176229","provider":"Book Curl","version":"1.0","type":"link"}