Organizational Development Programs Research Articles

From Intention to Action: Operationalizing AGA Diversity Policy to Combat Racism and Health Disparities in Gastroenterology

From Intention to Action: Operationalizing AGA Diversity Policy to Combat Racism and Health Disparities in Gastroenterology

An application of Harrison's system theory model to spark a rapid telehealth expansion in the time of COVID-19.

IntroductionIn response to the COVID‐19 pandemic, health systems had to quickly adopt a process for enabling targeted and patient‐centered care delivery. This case study describes the utilization of Harrison's open‐systems model to create an approach for rapid adoption of existing telehealth technologies in a large scale academic medical center.MethodsAn internal group of organizational developers, was enlisted to enable this effort. Local networks were employed and organized into focus groups to rapidly assess and address barriers to adoption and informal interviews with executive leadership were conducted to align organizational goals. Interventions include rapid deployment of focused and data driven provider, staff and patient support bolstered by effective communication and resource management.ResultsThere was an increase in the number of patient portal activation codes by 75% during the month of March. The number of activation codes generated expectedly decreased in April as many patients now had activated patient portals. The video visit volume as a result of provider self‐scheduling increased went from a baseline of 0 to over 600 clinical visits.DiscussionExperienced organizational development programs can facilitate adoption of change. The faculty practice of CUIMC has years of experience with supporting wide scale operational change centered on technology. In this case, providing engaged networks with tailored content that is focused on the process and available technology promoted rapid adoption and optimization.ConclusionIn the setting of profound external pressure, experience with the ability to focus on tailoring training and support to the culture of the organization helped to rapidly increase the availability and success of telehealth visits for a large scale academic medical center.

Innovative approaches to administrative services providing system development in decentralization conditions

Decentralization of administrative services, improvement of their quality, are now priority areas in the field of public administration reform in Ukraine. Proximity of services to citizens and accessibility is ensured by the formation of a network of administrative service centers. Dnipropetrovsk region is a leader in the development and implementation of innovative projects in the field of administrative services. However, the way to improve your business is to find and implement best practices and innovative methods. The range of such perspectives is determined by integrative, informative, customer-oriented approaches. According to the results of the research, the key areas of improvement are identified: strategic client-oriented program development of the administrative services system; establishment of regional horizontal networking networks for rapid exchange of information in the field of administrative services; raising the level of culture of providing and consuming administrative services, taking into account updated values; continuous development of the competence of managers and employees of the system of the center of providing administrative services; increasing the level of mobility of administrative services; the spread of IT services.
 The direction of further research is the development and implementation of methodological and technological support for the implementation of organizational development programs of the center of administrative services.

Research Trajectories in Org Change and Development: Conversations with ROCD 27 Authors

The first annual research volume in Organization Change and Development was published by JAI Press in 1987. Since then, ROCD has provided a special platform for scholars and practitioners to share new research-based insights in the book as well as at AOM. This new volume covers a wide range of ROCD topics: addressing the philosophical and methodological foundation of organization development and change; positive organizational scholarship as an inclusive platform for engagement; the presence and practice of humility and humble behaviours that attract individuals to engage in organization development and change efforts; the socio- economic approach to organization development and change that enhance compatibility between the human system, stakeholders, and stockholders; the importance of collaborative efforts across hierarchies and vertical boundaries, despite emotional and political tensions that undermine middle managers’ role as change agents; collective attitudes and individual attitudes that enhance levels of engagement; labs as an engagement mechanism, which foster and facilitate development and change efforts in organizations; how leaders in social enterprise development continuously respond to common paradoxes of engagement via a hybrid of top-down influence and bottom-up participation practices; how enhancing a culture of inclusive, agile and thriving teams can help organizations to develop resiliency in environments of continuous change; and last, the role of the scholar-practitioner in enhancing inclusivity and organizational performance. In its entirety, ROCD 27 provides insightful and thought provoking chapters, which serve as catalysts for lively dialogue. As such, this proposed symposium that has become an integral part of the Organization Development and Change (ODC) Division program, continues the tradition of division members meeting with authors of the upcoming volume. Towards of Social Science Philosophy of Organization Development and Change Presenter: David Coghlan; Trinity College Dublin Presenter: A.B. Rami Shani; California Polytechnic State U. Presenter: George W. Hay; Chicago School of Professional Psychology Positive Organizational Scholarship and the Agent and of Change Presenter: Kim Cameron; U. of Michigan Presenter: Robert E. Quinn; U. of Michigan Humility as an Enabler of Organizational Growth and Change Presenter: Melissa A. Norcross; Naval Post Graduate School Presenter: Michael R. Manning; Benedictine U. A Social-Economic Approach to OD: Learning from an Intervention with a Large Company Presenter: Olivier Voyant; ISEOR, Magellan, IAE Lyon, U. Jean Moulin Presenter: Frantz Datry; ISEOR Presenter: Amandine Savall; ISEOR Presenter: Marc Bonnet; ISEOR, Magellan, iaelyon, U. Jean Moulin Key Tensions in Purposive Action by Middle Managers Leading Change Presenter: Jean E. Neumann; Tavistock Institute Presenter: Kim James; Cranfield U. Presenter: Russ Vince; U. of Bath Facilitating Change through Groups: Formation of Collective Attitudes towards Change Presenter: Dave Bouckenooghe; Brock U. Presenter: Gavin M. Schwarz; UNSW Sydney Presenter: Bradley J. Hastings; UNSW Sydney Presenter: Sandor Gabor Lukacs De Pereny; AOM Leading in Social Entrepreneurship: Development Organizational Resources in the Face of Paradoxes Presenter: Laura Galuppo; U. Cattolica del Sacro Cuore Presenter: Mara Gorli; Catholic U. of the Sacred Heart, Milan Presenter: Benjamin Nathan Alexander; California Polytechnic State U. Presenter: Giuseppe Scaratti; - Agile Thriving Teams: Model for Environments of Continual Change Presenter: Rachael Narel; Benedictine U. Presenter: Therese F. Yaeger; Benedictine U. Presenter: Peter Sorensen; Benedictine U.

Translation and linguistic validation of the implementation leadership scale in Chinese nursing context.

To translate the Implementation Leadership Scale (ILS) into Chinese and evaluate how Chinese nursing staff and leaders understood and responded to the Chinese ILS. Leadership is a critical factor for implementing evidence-based practice. The ILS is a valid and reliable instrument to understand leadership for evidence-based practice; however, this scale or the other similar instrument does not exist in Chinese. We followed the translation and cross-cultural validation guideline developed by Sousa and Rojjanasrirat. Translation included two forward and blind backward translations, and their comparisons. Two rounds of cognitive interview were used to evaluate the linguistic validity. The translation process took 12months. In the forward and backward translations, 24 translation issues were identified, of which semantic equivalence issues were most frequent. Ten nurses participated in each round of cognitive interviews and 33 linguistic issues were found. The final Chinese ILS had seven significant adaptations to the original instrument. This study provided a deep understanding of using the ILS in the local context and laid the foundation for future psychometric statistical testing. Implementation leadership scale could support organisational leadership development programmes and strategies to facilitate and support EBP implementation and sustainability.

Effect of corporate social responsibility on Jordan pharmaceutical industry’s business performance

PurposeThe purpose of this study is to investigate the effect of implementing corporate social responsibility (CSR) initiatives (social responsibility, economic responsibility and environmental responsibility) on Jordanian Pharmaceutical Manufacturing (JPM) industry’s business performance.Design/methodology/approachThis study follows a quantitative descriptive design. The data were collected from 116 managers working at seven JPM organizations by questionnaire. After confirming validity and reliability of the tool, the statistical analysis means, standard deviations and t-values were used to test implementation and finally multiple regressions were used to test the hypothesis.FindingsResults show that there are relationships between CSR variables, and all the three variables are strongly related to business performance. The results also indicate that the three sub-variables together affect JPM industry’s business performance. The environmental responsibility has the highest effect on JPM industry’s business performance, followed by the economic responsibility, and then the social responsibility.Research limitations/implicationsThis study was directed toward pharmaceutical industry in Jordan. Generalizing the results to other industries and countries is questionable. Therefore, further research on other industries and countries will help mitigate the issue of generalizing conclusions.Practical implicationsCSR should be formulated clearly within JPM corporate strategy. The elements of CSR need to be integrated with the present performance management criteria, leadership development programs and organizational development programs, and a champion for CSR needs to be assigned.Social implicationsThe CSR initiatives should be derived from local culture and match with international initiatives because CSR is the responsibility of every person.Originality/valueStill the topic of CSR is not well implemented and does not have priority by Jordanian companies; therefore, this study may be considered as one of the few studies dedicated to study this topic and create awareness about it in Jordan.

International Organizations: Educational and Social Policies, Challenges and Achievements

This paper describes briefly the programs of the following International Organizations: UNESCO, UNITED NATIONS DEVELOPMENT PROGRAM, WORLD BANK, UNITED NATIONS POPULATION FUND, and UNICEF, concerning early childhood care and education, especially for children whose development is at risk due to poverty, poor health, disabilities or emergency situations. In 1990, the above multilateral Institutions organized the world Conference on “Education for All” and remain the key international stakeholders in this campaign, which involves child’s protection as a significant concern in early childhood and beyond. There is also a concise report in the INTERNATIONAL ORGANIZATION FOR ECONOMIC COOPERATION AND DEVELOPMENT (OECD) programs in children’s education from Early Childhood to primary school which is considered a big step for all children. These International Organizations were selected among the others, due to their unique mission to provide a setting where governments can compare policy experiences, seek answers to common problems, identify good practice and coordinate domestic and international policies in this domain. This note is an effort to examine trends in equity access to good quality programs according to social needs of young children and their families, outlines goals, effectiveness, challenges and achievements of these policies and attempts to throw a glance to a review of early childhood across different countries, with a focus on children’s development. Moreover, the work includes a brief analysis on children’s education and care of marginalized groups in order to achieve equal opportunities in social inclusion and attempts to contribute to the reduction of the rates of children which stay out of school. The “child” is being socially developed through appropriate schematic perceptions and values linked to social environments. In this respect, this study affirms that expanding and improving comprehensive early childhood care and education from international perspective, wider social problems could be deflected.

From nurturing the H in HR to developing the D in OD – systemic benefits where action learning and organisational development combine

ABSTRACTThe authors review the Organisational Development and Design (OD&D) capability building programmes they have facilitated in the UK Civil Service and consider the learning and impact which they have had at an individual and organisational level. These programmes have been delivered to over 350 professional civil servants across a broad range of business functions, ministries, departments and agencies. This paper builds on the article published in this journal entitled ‘Nurturing the H in HR’ (Hale, R. and Saville, M. 2014. “Nurturing the H in HR: Using Action Learning to Build Organisation Development Capability in the UK Civil Service.” Action Learning: Research and Practice 11 (3): 333–351) which explained the early stages of programme roll out. Data to inform these findings has been drawn from a desk based review of the postgraduate level accredited papers written by participants as an integral requirement of the programme and an impact review exercise which used a storytelling approach in order to understand and interpret real accounts of practice. It can be seen how combining the Action Learning Question methodology with a humanistic approach to organisation development has made a significant cultural contribution beyond individual learning and this is impacting the wider system of a complex and dynamic government organisation that has faced, and most likely will continue to face, unprecedented and unpredictable political, social and economic change.

Cross-Cultural Competence and Neuroticism Characters to Manage Ethnocentrism with Global-Oriented Leadership as Moderating Variable

In a constantly changing global business environment, multiculturalism and diversity are becoming important discussion topics for A SEAN Economic Community . The purpose of this research was to know how to reduce ethnocentrism expatriates residing in Indonesia. This research presents findings of study of the influences of cross cultural competenc e , cross cultural experiences, neuroticism characters, and global - oriented leadership to manage the ethnocentrism of expatriates in Indonesia. Global - oriented leadership moderates the influences of cross - cultural competency, and neuroticism as well with the organization development program that will improve the capability of work and decrease the ethnocentrism level of expatriates. Additionally, a multicultural environment encourages diversity and employee involvement as well as creates a sense of ownership and responsibility which are important for managerial to create successful, diverse, and happy workplace. This study concludes that cross cultural competence and neuroticism characters have a negative and significant impact on ethnocentrism, with global - oriented leadership as a moderating variable to reduce ethnocentrism. 72 Normal 0 false false false IN X-NONE X-NONE /* Style Definitions */ table.MsoNormalTable {mso-style-name:Table Normal; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-parent:; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin:0cm; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:10.0pt; font-family:Calibri,sans-serif; mso-bidi-font-family:Times New Roman;}

The Influence Of Job Insecurity On Career Commitment And Attitude In Multinational Corporations

As the perception of lifelong work shifts into lifelong career in the job insecurity market, the career development of employees through professional and competitive career management has become more important than being loyal to a lifelong work. Furthermore, in the case of multinational corporations, such as differentiation from the head office policy, cultural differences in labor relations, and the liquidity of business withdrawal, such a feature has a higher possibility of job insecurity than general companies. Therefore, the purpose of this study is to verify empirically how job insecurity influences career commitment and career attitude through individual, job and career characteristics as intermediation with the members of multinational corporations as objectives. For this purpose, a total of 366 questionnaire data that targeted 27 multinational corporations were collected and analyzed. The result shows that the job insecurity of multinational corporations affects individual characteristic rather than job or career characteristic, and it is confirmed that individual characteristic has an effect on career commitment and career attitude. In the end, multinational corporations, unlike ordinary domestic companies, need active organizational career development program that corresponds to an open corporate culture as well as innovative and open systems and policies that balance both internal and external networking activities in terms of human resource management of corporations.

Policy Implications to Improve the Business Environment to Encourage Female Entrepreneurship in the North of Vietnam

Policy Implications to Improve the Business Environment to Encourage Female Entrepreneurship in the North of Vietnam

Developing Integrated Care Teams Across the North West London System

Developing Integrated Care Teams Across the North West London System

Prospects for the aerospace industry in the Sudan

Purpose– The purpose of this paper is to investigate the contribution of the Sudanese manufacturing sector to the Sudanese economy and assess the role that aerospace industry, in particular, can play as a driver for achieving sustainable development in the Sudan.Design/methodology/approach– This paper reviewed and analysed the contribution of the industrial sector to the Sudanese economy based on the comprehensive industrial survey carried out with the assistance of United Nations Industrial Development Organisation and United Nations Development Programme in 2001. It then went on to assess the role that aerospace industry can play in improving the contribution of this sector to the Sudanese and regional economy and achieving sustainable development. Evidence from global industrial views, international economic reports and experience of other countries in similar situation as the Sudan was used to support arguments.Findings– The Sudanese economy is agriculturally based. A heavy injection of industrialisation of the economy is essential in order to improve the trade balance and help the country out of the poverty zone. The aerospace industry is an important ingredient of the required dose as the global and regional demand is high and the flourishing regional economy is encouraging. The paper argues that building a flourishing aerospace industry as an important element of sustainable development plan for the Sudan is a shared responsibility of good government, quality education and well-guided investment.Practical implications– The paper is proposing a practical way to transform the character of the Sudanese economy and help it to set on a sustainable development path that will alleviate poverty and improve the standard of living of its citizens.Originality/value– The paper gives critical assessment of the role of the industrial sector in driving the Sudanese economy, which is seriously lacking in the literature. Additionally, the paper introduces building a flourishing aerospace industry in the Sudan as an important ingredient to boost the manufacturing sector, hence, improve the economy, fight poverty and a step towards achieving sustainable development.

Using organisational development and learning methods to develop resilience for sustainable futures with SMEs and micro businesses

Purpose – The purpose of this paper is to explore the potential of a collaborative organisational development and learning (OD/L) programme for small and medium-sized enterprise’s (SME’s) and micro businesses (MB) to contribute towards business resilience and sustainability. Design/methodology/approach – This is an ethnographic case study that utilised an iterative interpretative approach to data collection and analysis, which was conducted around key OD/L interventions. Findings – The findings demonstrate that the provision of an OD/L programme that focused on collaboration and learning, had both an immediate positive effect on business owners and long term effect in relation to business confidence, clarity, and action. Research limitations/implications – The limitations of this study relate to the fact that the sample population is small so that the findings are not generalisable, and some of the challenges faced by SME business owners may be confined to socially deprived rural locations. Future research could focus on replicating the designed OD/L programme, or aspects of it, and a longitudinal study could be conducted over time. Practical implications – The practical implications of this study are that it gives direction for those designing support for SME/MB’s to include tried and proven OD/L interventions. Social implications – The social implications include that by demonstrating targeted support to SME business owners in socially deprived areas, the potential for growth in terms of survival and flourishing are increased and economic regeneration is positively influenced. Originality/value – There are few studies in this area, the OD/L programme highlights that collaboration, and sustainable actions to develop resilience, have a part to play in supporting the SME/MB population, and a contribution to make towards a more buoyant economy.

Improving IT Infrastructure Capabilities through IT Personnel Capabilities: Thai Industry of Software and Services

Objectives: This research aims to find which capability of IT personnel influence on IT infrastructure capability, especially the enterprise software and the mobile application software firms doing business in Thailand. Methods/Statistical Analysis: We collected data from project managers and users of 96 participated firms by employing questionnaires which contained the constructs borrowed from the study of Fink and Neumann. Each construct was validated by Cronbach alpha coefficient. In order to reduce bias, each questionnaire required responses from 3 persons per a firm. Then the mean of responses for each questionnaire of a firm was calculated and used as the data for our research. To analyze data, we employed the stepwise regression analysis to determine which competences of IT personnel have impact on the capability of IT infrastructure. Before utilizing the stepwise regression analysis, multicollinearity must be tested: the Variance Inflation Factor (VIF) and the Condition Index (CI). Findings: Technical and business capability of Information Technology personnel affect IT infrastructure capability in the overall Thai software industry and mobile application software firms. In case of enterprise software firms, IT infrastructure capability is influenced by only business capability of IT personnel. Application/Improvements: These findings suggest that human resource policies, training and organizational development programs of these firms can be adjusted to reach the best fitting composition of personnel for the achievement of the services. In addition, universities can utilize the outputs from this study to adapt graduate programs to serve the requirements of IT providers.

Engagement Matters– Maternity Services

Developing a Whole Systems Approach to Maternity Care. NHS Tayside Maternity Services are committed developing a culture that enables people to thrive, flourish and ensure high quality person centered care .In 2013 an integrated whole systems plan for Improvement in Maternity Care was developed by the multi-disciplinary team, to redesign service delivery and develop safe, effective and reliable systems. Building effective relationships, valuing our employee’s commitment, potential, creativity and capability to make the difference between ensuring the consistent delivery of quality improvements in patient care and the failure of quality care. The Whole system Approach has 5 key Elements 1. A focus on Developing and emerging leaders is crucial .Evidence demonstrates that leadership style and philosophy is most likely to deliver large scale change. 2.Developing an Organisational Development programme incorporating a suite of collaborative interventions including Courageous Conversations and Compassionate Connections workshops..Interventions planned using baseline data from the national staff experience project in which views were gained from all levels from senior management to front line staff 3. Developing an effective and capable workforce .An example would be developing a Midwifery Skills Passport for all midwives. 4. Improving the multidisciplinary team approach to safe and reliable care. 5.Developing effective evaluation and learning from Women and Staff Experience Outcomes: • Cultural development which can provide learning for NHS Tayside to implement in other specialities. • Leadership which promotes a just and fair culture embraces change • Improvements in staff experience and engagements which have a positive direct impact on person centred care and experience. • Decrease sickness absence rate • Decrease adverse outcomes rate • Reduction in complaints regarding staff attitude and behaviours 15th International Conference on Integrated Care, Edinburgh, UK, March 25-27, 2015 1 International Journal of Integrated Care – Volume 15, 27 May – URN:NBN:NL:UI:10-1-117073– http://www.ijic.org/ • Patient Safety focus resulting in increase reporting and learning • Increased understanding of risk management system and its performance including production of annual report and themes • Maximise Uptake in staff education and development Future Work – This work will continue to improve outcomes and build effective working relationship ensuring reliable safe service for all women and their families.

Empowerment as a New Approach in the Management

Human resources is considered as the most valuable factor in production and most important capital of any organization. The human is development axis and what is important in this regard is to improve the human resources in organizations. In today's competitive world the most important and the most critical assets of every organization is human resources. The organizations need to empowered, Creative employees to survive in the complex and challenging environment. Hence, the most important tools for development in each organization are the empowerment of human resources. The employees' empowerment is, one of the requirements of the current organizations. To empower the employees in the organization overall following steps should be taken. The first step is to change the structure of the state of the Organization: from traditional situation in to organic and dynamic to make a field of ability advent of employees in organization so the people may show real potential like creativity and competence from themselves and practice. The second step in empowering employees in organization is that organizational culture should be changed that employees have to learn, they should show more accountability towards their delegated tasks and operations executive and decisions Participatory. Third step is to consider : the necessary guidelines to empower managers and staff and for implementation of this issue all the people, including managers and employees should determined all necessary training. Step 4: To identify empowerment' obstacles in the organization and adopt measures and strategies to deal with them. While employee empowerment has come to be a somewhat overused term, it is critical to any organization committed to organizational development and change. Empowering employees leads to positive results for employees, their managers, and their organizations. Business leaders and human resources professionals generally agree that empowered employees exhibit a higher degree of loyalty, commitment, and productivity. Employees interacting with customers can provide important insight into management decisions and product and service innovations on a regular basis--if they're empowered to share those insights. Organizations interested in effective organizational development and change management programs regularly seek, acknowledge, and reward employee feedback. In this paper we try to study importance of employees empowerment in organization and show how empowerment is effective in organizational' goals achievement and how it acts as a new approach in the Management and assists them. ___________________________________________________________________________

Building on the concept of leadership: An individual-focused perspective

Very little is known about leadership at an individual level in the scholarship of leadership and social change. In this study using institutional ethnography as a research method, I survey graduate students of the Organizational Development and Leadership program of a mid-Atlantic university. Qualitative data analyses reveal that majority of the respondents believe that leadership has a micro perspective and can be practiced at individual level. Literature defines leadership primarily as a group dynamic. Literature also suggests that one of the functions of leadership is to facilitate positive social changes. Via the data analyses in this study, I propose that any attempt or idea that makes positive differences at an individual level (and not necessarily at the group level) can also be regarded as an effective leadership. Thus, I intend to build on the traditional concepts of leadership by underpinning leadership at an individual level. Future research should further explore this definition of leadership in enhancing the well-being of individuals.

Emotional Intelligence, Work/Family Conflict, and Work Values among Customer Service Representatives: Basis for Organizational Support

This research paper discusses the profile of emotional intelligence, work/family conflict, and work values among 437 purposively selected customer service representatives (CSRs) from the Middle East, Iran, Pakistan, Russia, India, and the Philippines. Moreover, the study leads to a set of organizational change development programs to assist organizations to cope with their diversity concerns. The descriptive, comparative-correlational methods were employed as this paper also aims to find the correlates of emotional intelligence such as work/family conflict, and work values. The researchers utilized several instruments, namely the Demographic Profile Sheet, Emotional Competence Inventory, Work/Family Conflict Scale, and Work Values Inventory. The general findings reveal that there is a significant relationship between emotional intelligence and work/family conflict, particularly on the areas of self- management, social awareness and relationship management; whereas, there is a significant relationship between emotional intelligence (particularly on the clusters of self- management, social awareness and relationship management) and work values (specifically in the areas of management, achievement, supervisory relations, way of life, and independence). The organizational development support programs with emphasis on diversity management have been recommended to set future directions for call center organizations involved in the study.

Nonprofit Organizations in the Knowledge Based Economy – Organizational Development and Professionalization

International research results underpin that turbulent, continuously changing environment makes everyday operations for nonprofit (nongovernmental, voluntary) sector organizations harder. It also can be observed that in this situation, nonprofit organizations acquire knowledge from business sector organizations which enables them to improve their structures and processes. They implement methods of the business sector as means of ensuring long term existence, better performance and sustainable success. In recent years, this process has generated new dilemmas for those who are concerned with the future of this sector: if and how the strengthening focus on knowledge processes such as learning and development of individuals working for nonprofit organizations impact organizational knowledge and organizational development and, how important professionalization is for them. The goal of this paper is, to give an overview of special issues of learning and growing professionalization of non profit organizations, and to contribute to the research of these processes. Empirical evidence is provided on the base of a large sample survey that involves approximately 1.000 Hungarian foundations or associations. With the help of the research findings the paper shall expand our general knowledge about professionalization trends in the sector, and also provide deeper insight in details of the relationship between participation in organizational development programs and becoming more professional in everyday operations and services.