Relevant bibliographies by topics / Organizational development

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Organizational development'

Author: Grafiati
Published: 4 June 2021
Last updated: 25 July 2025

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Journal articles on the topic "Organizational development"

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VASINA, Alla. "ORGANIZATIONAL CULTURE IN ENSURING ORGANIZATIONAL DEVELOPMENT." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 29 (2024): 55–63. https://doi.org/10.35774/rarrpsu2024.29.055.

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ABSTRACT Introduction. Given the unique characteristics of each individual organization, organizational culture has a significant influence on its development, playing a key role in shaping and utilizing organizational potential. This emphasizes the need to substantiate approaches to leveraging the potential of organizational culture to unlock new opportunities for organizational development in the context of modern challenges. Goal. The purpose of the study is to theoretically substantiate the influence of organizational culture on the formation of prerequisites for the development of modern
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Beard, Myron. "Organizational Development." Employee Assistance Quarterly 16, no. 1-2 (2000): 117–40. http://dx.doi.org/10.1300/j022v16n01_07.

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Levine, Hermine Zagat. "Organizational Development." Compensation & Benefits Review 26, no. 2 (1994): 77–78. http://dx.doi.org/10.1177/088636879402600212.

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Srinivasan, M. S. "Organizational Development." Journal of Human Values 11, no. 2 (2005): 149–60. http://dx.doi.org/10.1177/097168580501100207.

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Terziev, Venelin, and Marin Georgiev. "ORGANIZATIONAL DEVELOPMENT STRATEGIES." Knowledge International Journal 28, no. 1 (2018): 315–22. http://dx.doi.org/10.35120/kij2801315t.

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The subject of this article is the genesis of the professional culture of personnel management. The last decades of the 20th century were marked by various revolutions - scientific, technical, democratic, informational, sexual, etc. Their cumulative effect has been mostly reflected in the professional revolution that shapes the professional society around the world. This social revolution has global consequences. In addition to its extensive parameters, it also has intensive ones related to the deeply-rooted structural changes in the ways of working and thinking, as well as in the forms of its
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Vargas-Hernández, José G. "Sustainable Organizational Development." International Journal of Environmental Sustainability and Green Technologies 13, no. 1 (2022): 1–19. http://dx.doi.org/10.4018/ijesgt.289034.

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This study is aimed to analyze the various features and elements related to strategic organizational sustainability. The analysis departs from the assumption that traditional organizations must face a lot of challenges posed by the new global economy context confronting contradictory patterns of globalization and des-globalization processes. To create the new conditions for the organizations not only to survive but to succeed, it is proposed a new model based on designing and implementing strategic organizational sustainability, abandoning the narrow focus on economic growth and profits to emb
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Nutt, Paul C. "Organizational De-development*." Journal of Management Studies 41, no. 7 (2004): 1083–103. http://dx.doi.org/10.1111/j.1467-6486.2004.00467.x.

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Korpiun, Michael. "Relational Organizational Development." Transactional Analysis Journal 50, no. 3 (2020): 207–20. http://dx.doi.org/10.1080/03621537.2020.1771030.

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Krotenko, Tatyana Yu, Victoria G. Makeeva, and Irina V. Denisova. "Organizational development planning." Municipal Academy, no. 1 (2023): 59–64. http://dx.doi.org/10.52176/2304831x_2023_01_59.

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Hage, Jerald, and Kurt Finsterbusch. "Three Strategies of Organizational Change: Organizational Development, Organizational Theory and Organizational Design." International Review of Administrative Sciences 55, no. 1 (1989): 29–57. http://dx.doi.org/10.1177/002085238905500105.

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Dissertations / Theses on the topic "Organizational development"

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Chouseinoglou, Oumout. "Organizational Learning Assessment In Software Development Organizations." Phd thesis, METU, 2012. http://etd.lib.metu.edu.tr/upload/12614960/index.pdf.

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Knowledge is one of the most important assets of an organization that directly affects business success, and its importance increases for organizations that use knowledge-intensive processes such as the software development industry. In an industry in which technological developments are rapid, in order to keep up with the continuously increasing competition and to obtain competitive advantage the software organizations need to obtain the correct knowledge, use it efficiently and pass it to future projects evolving it accordingly. The major aim of this research is to propose a novel model, nam
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Tsolmon, Urelmaa. "The Organizational Analysis of Non-Governmental Development Organizations (NGDOs)." Diss., CLICK HERE for online access, 2004. http://contentdm.lib.byu.edu/ETD/image/etd521.pdf.

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Aarenstrup, Roger. "Improvements in Organizational development." Thesis, University of Gävle, Department of Business Administration and Economics, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-4946.

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<p><strong>Aim:</strong> The aim of this study was to investigate the relation between innovation and system complexity, and suggest improvements for an organization to handle innovation and complexity better.</p><p><strong>Method:</strong> The analysis was based on theoretical models about organizational structure, development models and knowledge management. The models were selected to highlight theoretical extremes rather than practical usefulness to avoid practical obstacles in the theoretic evaluations. The work progressed as a strategy development flow based on a model including four pha
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Smith, Lindsay C. "Organizational Change Development Interventions: Are Multiple Interventions Useful?" Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4802/.

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The effects of multiple interventions in organizational development change were studied in a comprehensive meta-analytic review. Thirteen organizational interventions were assessed on five outcome variables based upon previous research of six major meta-analytic reviews. Findings based on 138 studies indicated that there were no significant effects of multiple interventions on positive organizational change as opposed to individually implemented interventions. The findings are not congruent with previous findings of organizational development change, and possible issues surrounding these diffe
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Gomez-Canul, Gabino A. "PERCEPTIONS OF ORGANIZATIONAL CONTINUITY: SCALE DEVELOPMENT AND IMPLICATIONS FOR ORGANIZATIONAL OUTCOMES." CSUSB ScholarWorks, 2016. https://scholarworks.lib.csusb.edu/etd/290.

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The following study examines the impact that perceptions of organizational continuity (POC) have on organizational identification (OI) and organizational outcomes, including organizational citizenship behaviors (OCBs) and turnover intentions. It was proposed that POC would be an important factor in determining OI, OCBs, and turnover intentions. In order to test this proposition, a scale was developed that measured an individual’s POC within their organization with regards to the organization’s culture and history. A survey was distributed among working individuals that contained the new measur
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Foster, Allison. "A Communication Plan for Organizational Effectiveness in a Youth Development Organization." Scholarly Commons, 2018. https://scholarlycommons.pacific.edu/uop_etds/3116.

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This project addresses communication issues within a youth development organization, Northern California DeMolay, which endures an annual change in youth leadership. This paper relies on the foundation of research within the field of youth development organizations and incorporates public relations strategies to provide specialized help for the organization. The outcome of this project is a communication plan for Northern California DeMolay developed through research, strategies, and the strategic plan for the organization. The balance of power between youth and adult leadership highlighted in
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Parlamis, Jennifer D., R. Dibble, K. Lo, Lorianne D. Mitchell, and L. Henderson. "Teaching Students Organizational Behavior and Organization Development Using Service-Learning Pedagogy." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/8320.

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Barnett, Michelle L. "Organizational development: A comparison of individual and organizational level change." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4819/.

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Organizational change and development (OCD) has been studied by researchers to identify the effectiveness of change initiatives. Because of the broad scope of interventions in OCD, these studies have covered a range of areas including multiple interventions and the methodological rigor used by researchers. However, few have looked at organizational versus individual change within an organization, to examine whether individual change is more effective than organizational change. The purpose of this study is to determine if organizational change occurs in a top down or bottom up manner. A meta-a
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Sudharatna, Yuraporn. "Towards a stage model of learning organization development." Title page, table of contents and abstract only, 2004. http://hdl.handle.net/2440/37968.

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Becoming a Learning Organization (LO) is widely recognized as a process through which organizations can develop characteristics that enable them to be competitive in an increasingly competitive business environment. While there is an assumption that LOs have the ability to manage change, few empirical studies are available to prove whether an organization with strong LO characteristics also has a high level of change readiness. In developing itself into an LO, an organization seems to gain possession of relevant characteristics through knowledge acquisition, knowledge sharing and knowledge uti
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Shackelford, Kelsey. "COLLABORATIVE ORGANIZATIONAL STRUCTURES AMONG ARTIST MEMBER AND OTHER RELATED ORGANIZATIONS." UKnowledge, 2018. https://uknowledge.uky.edu/cld_etds/44.

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Kentucky has a rich cultural and artistic tapestry that is part of the economic future of the state. An important consideration of this future is the artist-member organizations that serve Kentucky creatives and how they work together collaboratively, both internally and externally. The objective of this study was to see how ten different organizations viewed themselves and interacted with their communities in the way in which they are structure, or lack a definite structure as is the case with several different groups. Through web analysis and a series of interviews with organizations that pr
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Books on the topic "Organizational development"

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Achterbergh, Jan, and Dirk Vriens. Organizational Development. Routledge, 2019. http://dx.doi.org/10.4324/9781315695228.

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G, Cummings Thomas, ed. Handbook for organizational development. SAGE Publications, 2008.

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Mahajan, Neelam. Organizational effectiveness of development organizations (ICDS). Classical Pub. Co., 1993.

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Robert, Tannenbaum, Margulies Newton, and Massarik Fred, eds. Human systems development. Jossey-Bass Publishers, 1985.

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N, Jackson Conrad, Manning Michael R, and American Society for Training and Development., eds. Evaluating organization development interventions. ASTD, 1994.

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Kondalkar, V. G. Organization development. New Age International (P) Ltd., Publishers, 2009.

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M, Glassman Alan, and Cummings Thomas G, eds. Cases in organizational development. Irwin, 1991.

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Golembiewski, Robert T. Ironies in organizational development. Transaction Publishers, 1990.

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Chartered Institute of Management Accountants., ed. Organizational management and development. Chartered Institute of Management Accountants, 1994.

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Chartered Institute of Management Accountants., ed. Organizational management and development. Chartered Institute of Management Accountants, 1995.

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Book chapters on the topic "Organizational development"

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Zeuch, Matthias. "Organizational Development." In Dos and Don’ts in Human Resources Management. Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-662-43553-3_57.

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Borowiecki, Ryszard, Czerwińska Magdalena, Radosław Miśkiewicz, and Zbigniew Olesiński. "Organizational development." In Organizational Development, Innovation, and Economy 5.0. Routledge, 2024. http://dx.doi.org/10.4324/9781003502272-2.

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Achterbergh, Jan, and Dirk Vriens. "Organizational structures." In Organizational Development. Routledge, 2019. http://dx.doi.org/10.4324/9781315695228-3.

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Achterbergh, Jan, and Dirk Vriens. "Introduction." In Organizational Development. Routledge, 2019. http://dx.doi.org/10.4324/9781315695228-1.

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Achterbergh, Jan, and Dirk Vriens. "Understanding organizations as social systems." In Organizational Development. Routledge, 2019. http://dx.doi.org/10.4324/9781315695228-2.

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Achterbergh, Jan, and Dirk Vriens. "Episodic interventions in organizational structures." In Organizational Development. Routledge, 2019. http://dx.doi.org/10.4324/9781315695228-4.

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Achterbergh, Jan, and Dirk Vriens. "The 3-D model in overview." In Organizational Development. Routledge, 2019. http://dx.doi.org/10.4324/9781315695228-5.

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Achterbergh, Jan, and Dirk Vriens. "The functional dimension." In Organizational Development. Routledge, 2019. http://dx.doi.org/10.4324/9781315695228-6.

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Achterbergh, Jan, and Dirk Vriens. "The social dimension." In Organizational Development. Routledge, 2019. http://dx.doi.org/10.4324/9781315695228-7.

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Achterbergh, Jan, and Dirk Vriens. "The infrastructural dimension." In Organizational Development. Routledge, 2019. http://dx.doi.org/10.4324/9781315695228-8.

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Conference papers on the topic "Organizational development"

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Al Barwany, Fatma. "Aligning Development Programs with Organizational Goals." In ADIPEC. SPE, 2024. http://dx.doi.org/10.2118/223013-ms.

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Summary Achieving alignment between employees and organizational goals is crucial for any organization aiming to become high-performing, agile, and growth-oriented. A staff survey revealed a need for better alignment between employees' roles and the organization's strategic goals. In response, the organization, in collaboration with the HR department and the Strategy Office, embarked on an alignment journey to ensure that every employee had a clear understanding of the organization's vision, mission, values, and goals. This process, known as "cascading," involves translating high-level strateg
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Kovalenko, I. B., M. V. Lugovskaya, and M. S. Kapranov. "Conceptual basis of healthcare system development." In International scientific and practical conference “Smart cities and sustainable development of regions” (SMARTGREENS 2024). Crossref, 2025. https://doi.org/10.63550/iceip.2025.1.1.098.

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The article describes the use of the program-target method in developing a program for modernizing the healthcare system. A number of effective measures have been proposed to reorganize the financing system of healthcare organizations in the region in order to stimulate their development, and ultimately improve the health of the population. A system of organizational control of a medical organization has been developed, which involves the introduction of a model of a quality management system and general management in medical organizations. The system determines and controls the established or
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Stanca, Ionela Petruta, and Tudor Tarbujaru. "Modern Management: The Biggest Challenge of an Era Full of Changes." In 8th International Scientific Conference ERAZ - Knowledge Based Sustainable Development. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2022. http://dx.doi.org/10.31410/eraz.2022.133.

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The 21st century was marked by countless changes and upheav­als around the world that very much revealed a new age. This era of fast, sudden, and omnipresent change has serious implications for our future. In today’s fast-paced world, each organization needs new tools and methods to strengthen its effectiveness. Strong competition in the worldwide mar­ketplace requires organizations to figure out ways to be competitive. Com­petitive advantage is achieved only by organizations that are ready for ex­treme changes and employ techniques and concepts of non-stop improve­ment. In order to obtain a c
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Mazin, Aleksandr, Aleksandr Egorshin, Irina Guskova, and Anna Troitskaya. "Attractiveness of the organization for highly qualified employees: indicator and key organizational factors." In Human resource management within the framework of realisation of national development goals and strategic objectives. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.asvb5574.

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The article is devoted to the analysis of organizational factors that affect the attractiveness of an employing organization for employees with a high level of professional qualification. Such employees must not only be attracted initially, but also be retained further, which requires their desire to cooperate with the employer for a long time. As an indicator of attractiveness, the authors consider the willingness (or unwillingness) of employees, who rated the level of their own professional skills by 4 or 5 points out of 5, to change their current job. Using econometric calculations based on
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Yomtovian, Avinoam, and Ticu Constantin. "Psychometric Characteristics Of The Organizational Climate In Israeli Educational Organizations." In 9th International Conference Education, Reflection, Development. European Publisher, 2022. http://dx.doi.org/10.15405/epes.22032.13.

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Ratana, Soeun, and Heng Lalin. "Notice of Retraction: Organization development in organizational changing environment." In 2011 6th International Conference on Product Innovation Management (ICPIM 2011). IEEE, 2011. http://dx.doi.org/10.1109/icpim.2011.5983765.

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Aurelia, Inezia, and Soebowo Musa. "The Roles of Organizational Culture, Participative Leadership, Employee Satisfaction & Work Motivation Towards Organizational Capabilities." In 27th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management. University of Novi Sad, Faculty of Economics in Subotica, 2022. http://dx.doi.org/10.46541/978-86-7233-406-7_233.

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Many firms still fail to develop organizational agility. There are more than 40% of organizations think that they are low/not agile in facing market change. Organizational culture plays an important role in developing the organizations to be adaptive in order to manage the VUCA effectively. This study examines the relationships of organizational culture towards participative leadership, employee satisfaction, employee work motivation, organizational learning, and absorptive capacity in developing organizational agility in managing VUCA environment. 263 employees located from an international c
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Hogberg, Karin, and Anna Hagström. "LINKING ORGANIZATIONAL LEARNING WITH DIGITAL TRANSFORMATION AND ORGANIZATIONAL CULTURE." In 15th International Technology, Education and Development Conference. IATED, 2021. http://dx.doi.org/10.21125/inted.2021.1062.

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Ploscaru, Andra Nicoleta, Claudia Cristina Rotea, Marian Cazacu, and Daniela Victoria Popescu. "Exploring the Direct Influence of the Organizational Change Process on Organizational Performance." In 9th BASIQ International Conference on New Trends in Sustainable Business and Consumption. Editura ASE, 2023. http://dx.doi.org/10.24818/basiq/2023/09/036.

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Organizational change can significantly impact organizational performance, but this impact can be different depending on the nature and purpose of the change and how it is managed. The paper proposes a model for evaluating the effects of the organizational change process on organizational performance, staff retention, and organizational abandonment. The empirical study in which the model is tested was carried out among 294 employees from Romanian organizations who answered the questionnaire questions. Structural equation modeling was used to process the data and obtain the results. Effective c
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Ciulei (Ionescu), Florentina, Angela Morlovea, Delia Mioara Popescu, and Constanta Popescu. "The Personal Change of The Manager - Core of the Organizational Change." In G.I.D.T.P. 2019 - Globalization, Innovation and Development, Trends and Prospects 2019. LUMEN Publishing, 2022. http://dx.doi.org/10.18662/lumproc/gidtp2022/03.

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The school organizations in Romania are confronted with the continuous perspective of change by reference to the legislative changes, to those at the level of the educational paradigm, but also at the social level. The present paper aims at a historical and evolutionary recovery of the concept of change in the school organization, with emphasis on identifying strategies and techniques for managing the process of developing and changing the manager, taking into consideration his professional competences and his personal abilities, considered as core and trigger agent for effective change in the
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Reports on the topic "Organizational development"

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Bennett, Winston, Yadrick Jr, and Robert M. Taxonomic Considerations in Organizational Development, Assessment and Process Change,. Defense Technical Information Center, 1999. http://dx.doi.org/10.21236/ada363964.

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Cornick, Jorge, and Alberto Trejos. Building Public Capabilities for Productive Development Policies: Costa Rican Case Studies. Inter-American Development Bank, 2016. http://dx.doi.org/10.18235/0011774.

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This paper explores the development of public sector capabilities for Productive Development Policies in Costa Rica through four case studies of successful experiences, with less successful cases presented as counterfactuals. To some extent the paper tests the Technical, Organizational and Political Capabilities (TOP) conceptual framework of Cornick (2013), suggesting adjustments and extensions of that framework. Strong commonalities are found among the cases, notably high technical and political capabilities. All cases likewise involve well-managed organizations, but identifying organizationa
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Stawiski, Sarah, Stephen Jeong, and Heather Champion. Leadership Development Impact (LDI) Framework. Center for Creative Leadership, 2020. http://dx.doi.org/10.35613/ccl.2020.2040.

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There is abundant evidence that leadership development leads to positive impact. But how do we define impact, and what factors should be considered when assessing the results of leadership development? Our comprehensive framework is specifically relevant to leadership development and defines four levels of impact (individual, group, organizational, and societal) as well as three factors that contribute to its effectiveness (leader characteristics, leadership solution, and context). Understanding the four levels will enable organizations to clarify the goals and purpose of their development ini
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Menon, Shantanu, Aruna Pandey, Kushagra Merchant, and Satender Rana. Community Development Centre (CDC): A covenant with the Baiga (tribe). Indian School Of Development Management, 2022. http://dx.doi.org/10.58178/2208.1004.

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"This case engages with the journey of Community Development Centre (CDC), a small non-profit organization operating in the Mahakaushal region of Madhya Pradesh for over two decades. The case demonstrates how CDC has created a resilient and responsive organizational culture in a remote and resource-starved environment to address multiple developmental challenges of the region and in particular, of the most marginalized Baiga tribe within it. It underscores the importance of a firm conviction in the cause as a precondition of talent which works in such a context. It draws attention to the persi
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Menon, Shantanu, Aruna Pandey, and Kushagra Merchant. The grassroots and the grass tree: Humana People to People India (HPPI). Indian School Of Development Management, 2022. http://dx.doi.org/10.58178/2206.1002.

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Humana People to People India (HPPI) is a non-profit organization working for the holistic development of marginalized populations in rural and urban India. Established in 1998, today it is an organization with an organizational strength of over 4,000 people, and working in 7,000 villages across 92 districts. As of 2020-21, through its work, it had reached out to 2.8 million individuals. Its considerable experience offers opportunity for learners to reflect upon how an organization with a wide footprint across thematic sectors and geographies has managed to remain connected and relevant to its
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Cornick, Jorge. The Organization of Public-Private Cooperation for Productive Development Policies. Inter-American Development Bank, 2013. http://dx.doi.org/10.18235/0011484.

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Productive development policies (PDPs), what used to be called industrial policies, are increasingly recognized as an essential part of the development toolkit, and the need for public-private cooperation is increasingly viewed as a key element for the successful design and implementation of such policies. If so, how should the cooperation be organized and how should the public sector organize itself to successfully participate in it? This paper suggests that public sector organization should be a response to three key variables: the scope of the PDP, the scope of the intended cooperation, and
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Reinhold, Diane, Tracy Patterson, and Peter Hegel. Make Learning Stick: Best Practices to Get the most out of Leadership Devlopment. Center for Creative Leadership, 2015. http://dx.doi.org/10.35613/ccl.2015.2043.

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"Are you taking a closer look at “learning transfer”? Are you wondering how to make sure the lessons taught through your leadership training and development efforts stick weeks, months, or years later? As a professional interested in learning and development, you may be in a position to acknowledge and help overcome the challenges to learning in your organizations. You are likely in a position to influence supervisors and executives, as well as potential participants, in leadership development efforts. You may also have a role in creating and supporting a learning environment. With a better un
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Williams, Teshanee, Jamie McCall, Maureen Berner, and Anita Brown-Graham. Strategic Capacity Building in Community Development Organizations Post COVID-19: A Multi-Dimensional Approach to Describing Social Capital. Carolina Small Business Development Fund, 2020. http://dx.doi.org/10.46712/social-capital-covid19-recovery/.

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Much like the 2008 financial crisis, the aftermath of the COVID-19 pandemic will likely shape historically underserved communities for decades to come. Now, more than perhaps ever before, community development organizations (CDOs) will be central actors and foundational institutions for sustainable economic growth. Our data suggest social capital is important for CDO capacity across multiple dimensions. Given the central role CDOs will likely play in rebuilding local economies in the wake of the pandemic, we highlight how these organizations can use social capital to maintain and build politic
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Hubbard, Cheryl. Organizational development: an investigation into the knowledge obsolescence of engineers in the electronics industry. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.825.

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King, James C. Getting Started: The Use of Organizational Development Programs to Facilitate the Transition of Command. Defense Technical Information Center, 1993. http://dx.doi.org/10.21236/ada265092.

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