An interesting paper has just been published looking at the role culture change plays in mergers and acquisitions. The researchers estimate that approximately 30% of all mergers and acquisitions that fail to meet their objectives and outcomes, do so because of a clash of organisational cultures within the new merged organisation. The paper proposes seven […]
Read moreOrganisations that attempt a change programme after a previous difficult and painful change programme face an increased and significant risk of failure during the next programme. This, a new study shows, is down to employees of the organisation effectively being mentally scarred by the last attempt at organisational change. Difficult and painful change programmes significantly […]
Read moreThe complete guide to changing people’s beliefs, values and emotional reactions. Affective development: What it is and how to do it – ethically Probably the most ignored and misunderstood area of development in learning, training and education is that of ‘affective development’ or the affective domain: how to develop peoples values, beliefs and emotional […]
Read moreHow does conflict management improve productivity? Many studies over the years have shown that conflict in the workplace often has a negative impact on productivity. Previous studies have shown that interpersonal and inter-group (departments for example) conflict can frequently result in individuals or factions refusing to co-operate and withdrawing in subtle and often hidden ways […]
Read moreThe Ultimate Guide to Skills Development There is a bit more to skills development than just practice. This Oxford Review guide to developing skills in organisations will lead you through just about everything you need to know to become an ace at skills development. Following on from my last post two posts: Why many people’s […]
Read moreWhy is it some people suffer more from fatigue at work than others? A study published in the International Journal of Stress Management examines why some people suffer from fatigue and exhaustion at work and negative feelings at home. The in-depth study followed and monitored 74 nurses over several shift cycles at work and also monitored […]
Read moreLevel 6: Self-organisation and self-development Level 1 – Formation Level 2 – Formalisation Level 3 – Integration Level 4 – Expansion Level 5 – Coordination The distinctive features of the self-organisation and self-development level of organisational development, otherwise known as a holacracy, is characterised by: – a) A reduction in central control and management. […]
Read moreFollowing on from the previous posts about this new research, today I look at level 5 of the six levels of organisational development. Level five is the coordination level. Level 1 – Formation Level 2 – Formalisation Level 3 – Integration Level 4 – Expansion Level 5: Coordination As the organisation or […]
Read moreWhy the Levels of Learning are not saying what many think they are: The levels of learning are not and were never intended to be about ‘how’ we learn… Many organisations, consultants, institutions and almost all Higher Education (University and Colleges) use Blooms Hierarchy or taxonomy of educational objectives (levels of learning) to describe the learning […]
Read moreLevel 4 of the 6 levels of organisational development is the expansion level of organisational development This post continues from: The Levels of Organisational Development- Level 1 or the Formation Stage, Levels of Organisational Development – Level 2 – The formalisation stage of organisational development Levels of Organisational Development – Level 3 – the integration stage of development […]
Read more