Ch 03 9e

Ch 03 9e - Marginality Ability to straddle boundaries...

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Organization Development and Change Chapter Three: The Organization Developmen Practitioner
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3-2 Learning Objectives for Chapter Three To understand the essential character of OD practitioners To understand the necessary competencies required of an effective OD practitioner To understand the roles and ethical conflicts that face OD practitioners
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3-3 The Organization Development Practitioner Internal and External Consultants Professionals from other disciplines who apply OD practices (e.g., TQM managers, IT/IS managers, compensation and benefits managers) Managers and Administrators who apply OD from their line or staff positions
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3-4 Competencies of an OD Practitioner Intrapersonal skills Self-awareness Interpersonal skills Ability to work with others and groups General consultation skills Ability to manage consulting process Organization development theory Knowledge of change processes
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3-5 Role Demands on OD Practitioners Position Internal vs. External
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Unformatted text preview: Marginality Ability to straddle boundaries Emotional Demands Emotional Intelligence Use of Knowledge and Experience 3-6 Client vs. Consultant Knowledge Plans Implementation Recommends/prescribes Proposes criteria Feeds back data Probes and gathers data Clarifies and interprets Listens and reflects Refuses to become involved Use of Consultants Knowledge and Experience Use of Clients Knowledge and Experience 3-7 Professional Ethics Ethical Guidelines Ethical Dilemmas Misrepresentation Misuse of Data Coercion Value and Goal Conflicts Technical Ineptness 3-8 Antecedents Process Consequences Ethical Dilemmas Misrepresentation Misuse of data Coercion Value and goal conflict Technical ineptness Role Episode Role conflict Role ambiguity Role of the Chang e Agent Role of the Client System Values Goals Needs Abilities A Model of Ethical Dilemmas...
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Ch 03 9e - Marginality Ability to straddle boundaries...

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