Managing Change: Manga for Success

ISBN-13: 9781394176229 / Angielski / Miękka / 2023 / 256 str.

Kazuhiko (Nanzan University) Nakamura

Spis treści

Introduction 9Prologue Problems Keep Happening Yet the Workplace Stays the SameStory 1 The Unchanging Workplace 161-1 The Human Side of Workplaces and Organizations 34The Hard and Soft Sides of an Organization / Why Managing the Human Side Is Important1-2 Technical Problems and Adaptive Challenges 39There Are Two Sides to a Problem / Common Leader and Manager Mistakes1-3. Adaptive Challenges and Organization Development 43Problems in the Human Side Include Adaptive ChallengesPart 1 What Is Organization Development?Story 2 Meeting a Supporter of Organization Development 462-1 What Exactly Is Organization Development? 65Organization Development Is a "Label" / DefiningOrganization Development2-2 Steps in Organization Development 69How to Deal with Adaptive Challenges / The Three Steps inOrganization Development / Organization DevelopmentStep 1: Seeing the Problem / Organization DevelopmentStep 2: Serious Discussion / Organization DevelopmentStep 3: Building a Future2-3 What Exactly Is a Discussion? 80Discussion Means Two-way Communication WhereMeaning Is Conveyed / The Four Levels of Two-wayCommunication / Level 1: Polite Conversation / Level 2: Debate / Level 3: Introspective Discussion / Level 4: Productive Discussion / Discussion Levels and the Three Steps of Organization DevelopmentPart 2 The Core Team as an Agent of ChangeStory 3 Building a Core Team 943-1. The Importance of Trying to See What You Don't See 111The Difficulty of Trying to Understand the Feelings of Someone Before You / What Is Needed to See the Human Side?3-2 The Core Team to Propel Change 115Propelling and Suppressing Change / A Core Team to Increasingly Propel Change3-3 Propelling Organization Development 120Roles Needed Besides the Core Team / TransformationLeader / Organization Development Supporter / Sponsor3-4. Process Consultation--How Do Supporters Support Organization Development? 126The Three Styles of Support / The Specialist Style: Teaching Solution Strategies and Giving Information / Doctor-PatientStyle: Diagnosis and Prescription / Process ConsultationStyle: Participatory Support / An Example of ProcessConsultation Support / Building a Support Relationship as aParticipantPart 3 From Individual Work to CooperationStory 4 Toward Being Able to Teach Each Other 1344-1 Moving from Individual Work to Cooperation 157Why Work Is Being Done Individually / The Shortcomings of Individual Work / From Individual to Cooperative Work4-2 Expanding Organization Development 164Structured and Unstructured Organization Development /Increasing the Power of the Core Team to Transform Itself4-3 Dealing with Resistance to Change 169Resistance to Change Is Healthy / Dealing with NegativeReactions / Building Successful Experiences through SmallAttemptsPart 4 Changing the Individual MindsetStory 5 Outgrowing Focus on Individual Work and Achievements 1765-1 Differences in Mindsets 192The Achievement Mindset Dominates Businesses / Moving from the Achievement Mindset to the Organization Development Mindset5-2 Discussion with People You're in Conflict with 197The 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 DiscussionsPart 5 Deepening and Expansion throughout the Organization as a WholeStory 6 From Confrontation to Cooperation 2046-1 Implementing Cooperation within a Group 221How Conflicts and Confrontation Are Born in a Group / The Mindset Needed in Building Cooperative Relationships within a Group6-2 The Growth and Development of an Organization or Workplace 227What Is Self-organization? / Deepening Organization Development and the Growth and Development of an Organization or Workplace / Constant Discussion and PursuitEpilogueWhat Does It Mean for an Organization to Change? 236Afterword 243References 245

O autorze

KAZUHIKO NAKAMURA is a professor of human psychology in the Humanities Department and the head of the Human Relations Research Center at Nanzan University. His areas of expertise include organization development, human relations training, and group dynamics. He is a member of the NTL Institute in America and completed their certificate program for organization development.