visibility and credibility

Increasing executive and supervisor credibility through visibility and communication

Credibility of executives and supervisors was linked to visibility in our research.

We believe that, if a manager keeps their employees informed of the decisions and changes they’re considering (and their thought processes along the way), the employees can think along with the manager, or at least understand their rationale. Any decisions will not seem to contradict common sense or the manager’s previous stance.… Read the rest

workflow or process mapping

Process mapping: a step by step guide

Process (work-flow) mapping lowers errors, increases effectiveness, and enhances communication.  Process mapping sessions may result in sudden revelations such as:

  • “I didn’t know you did it that way, we do it this way!”
  • “But why don’t we do it that way instead?”
  • “No wonder it takes so long / goes wrong so often!”

There are several preconditions for effective process mapping:

  • The process(es) to be mapped must be specifically defined before the meetings start.
Read the rest

books

Organizational development and change books

This list is by no means meant to be a “best of” or exhaustive work – it’s a few books we’ve noted along the way.

  • Process Consultation – Edgar Schein’s two-volume work on process consultation. We recommend this for internal and external consultants. Discounted to $31.88 per volume. Volume I | Volume II.
  • The Service Profit Chain – ties employee and supplier factors with long-term success.
Read the rest

spigot leadership and change

Turning on the SPIGOT for effective change

Process re-engineering, quality circles, organizational development, team-building, job enrichment, balanced scorecards, … there must have been hundreds of management and leadership fads over the years. They come charging in with success stories, and fall out of favor as fashions change or failures mount; often, they came back with different names and slight changes.

Can we drill down to what they all have in common, and why they worked for some people but not others?… Read the rest

Career advice

The most common question we get is how people can pursue a career in organizational development. Here are some tips which may or may not work.

Career tips for the organizational development crew

Networking is by far the best way to get a job. As far as how to network:

  • Check out the professional organizations such as ODHRM, ISPI, OD Network, and SIOP.
Read the rest

Linking job involvement, identity, and segmentation to interrole conflict

The results of a study of 456 employees in an American service organization.

Because most people have multiple roles, such as parent and worker, interrole conflict is an important issue. (Interrole conflict is the conflicts between the expectations of one person’s roles. Identifying with one’s job — “job involvement” — can increase that conflict; while mentally walling off parts of one’s identity (“segmentation”) can reduce it.… Read the rest

overtime-clock

Overtime and health among salaried employees

When this article was written, there had been little research on the effects of overtime. There were some links to negative outcomes:

  • Back injuries (Daltroy, Larson, Wright, Malspeis, Fossel, Ryan, Zwerling & Liang, 1991)
  • Higher blood pressure (Andriushchenko, Liubenzon & Liakhov, 1991)
  • Industrial accidents (Leigh, 1986; Thomas, 1992)
  • Less time dedicated to health promotion activities (Alexy, 1991)
  • Health problems due to increased exposure (Wang, Chang, Kao, Huang, Lin & Yeh, 1986).
Read the rest

merger

An HR Manager’s Guide to Mergers and Acquisitions

Astute leadership can bring out synergies while avoiding collisions and steamrollers.

A KPMG study showed that 83% of mergers and acquisitions failed to produce any benefits; and that study was by no means alone. Most mergers and acquisitions don’t deliver the goods, and many cause harm.

Mergers and acquisitions can be positive — and HR has a large role to play and making them work.… Read the rest