Category Archives for "Research"
Research blogs, posts, articles and research briefings about organisational development, organisational change, evidence-based practice, leadership, management, human resources, learning and development and coaching.
Knowledge Management: How personality affects knowledge sharing in organisations
Many studies have found that good knowledge management systems and processes are the basis of enhanced competitive advantage. Knowledge management or the collation, storage, transmission, sharing and use of know how and organisational information are essential activities in any viable organisation. Whether it is communicating with or marketing to customers, designing strategy, managing, writing reports […]
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Resistance to agile working: Why people are resisting moves to agile
Resistance to agile. A new piece of research into changes in methodology of software development has highlighted many of the problems that are faced in nearly every change programme in organisations. Resistance to agile working is an increasing phenomenon as the agile methodology spreads out of the software industry. Resistance to agile working […]
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New mobile learning and teaching methods are emerging: New research
Electronic mobile device technology for tablets and smartphones is beginning to mature. Where ‘Palm pilots’ and PDAs have been around for over a decade, the speed of processors and memory for mobile devices is getting to similar levels that personal computers had just a few years ago. This means that their uses including for mobile […]
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Organisational mergers and acquisitions: The importance of culture change
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 […]
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Had a Difficult or Painful Change Programme? The Next One May be Worse
Organisations 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 […]
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The Ultimate Guide to Changing People’s Beliefs, Values and Emotional Reactions – The Affective Domain
The 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 more- in Blog , Human Resources by David Wilkinson
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How to use conflict management processes to improve productivity…
How 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 […]
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Causes of fatigue at work and how to deal with it
Why 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 moreLevels of Organisational Development – Level 6 – Self-organisation and self-development
Level 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 moreLevels of organisational development – Level 5
Following 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 […]
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