Organization development (OD) is the study and implementation of practices, systems, and techniques that affect organizational change. The goal of which is to modify a group's/organization's performance and/or culture. The organizational changes are typically initiated by the group's stakeholders. OD emerged from human relations studies in the 1930s, during which psychologists realized that organizational structures and processes influence worker behavior and motivation.
Organization Development allows businesses to construct and maintain a brand new preferred state for the whole agency. Key concepts of OD theory include: organizational climate (the mood or unique "personality" of an organization, which includes attitudes and beliefs that influence members' collective behavior), organizational culture (the deeply-seated norms, values, and behaviors that members share) and organizational strategies (how an organization identifies problems, plans action, negotiates change and evaluates progress). A key aspect of OD is to review organizational identity.
Organization development as a practice involves an ongoing, systematic process of implementing effective organizational change. OD is both a field of applied science focused on understanding and managing organizational change and a field of scientific study and inquiry. It is interdisciplinary in nature and draws on sociology, psychology, particularly industrial and organizational psychology, and theories of motivation, learning, and personality. Although behavioral science has provided the basic foundation for the study and practice of OD, new and emerging fields of study have made their presence felt. Experts in systems thinking, in organizational learning, in the structure of intuition in decision-making, and in coaching (to name a few) whose perspective is not steeped in just the behavioral sciences, but in a much more multi-disciplinary and inter-disciplinary approach, have emerged as OD catalysts or tools.
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During this integration week, you will learn what are the conditions for a team to effectively work together. You will explore the stages of group development and team dynamics. You will analyze team
Research oriented project in Financial engineering which is carried out during a 25-week internship in the financial industry, and based on which the student writes a master thesis
Develop your promising idea into a successful business concept proposal, and launch it! Gain practical experience in the key steps of the venture creation process, including marketing and fundraising.
Develop your promising idea into a successful business concept proposal, and launch it! Gain practical experience in the key steps of the venture creation process, including marketing and fundraising.
La gestion des ressources humaines ou GRH (parfois appelée gestion du capital humain), est l'ensemble des pratiques mises en œuvre pour administrer, mobiliser et développer les ressources humaines impliquées dans l'activité d'une organisation. Ces ressources humaines sont l'ensemble des salariés de tous statuts (ouvriers, employés, cadres) faisant partie de l'organisation, mais aussi – et de plus en plus – liés à elle par des rapports de sujétion (ainsi, les prestataires extérieurs, ou sous-traitants, sont considérés comme faisant partie de fait du périmètre des ressources humaines de l'entreprise).
Une équipe est un petit groupe d'individus partenaires dans un but commun. Temporaires ou permanentes, en mode hiérarchique ou en mode transverse, on peut distinguer : L'équipe de travail ; L'équipe de résolution de problème ou d'amélioration ; L'équipe autonome ; L'équipe transverse ; L'équipe virtuelle ; L'équipe mananagériale (conseil d'administration, équipe ou comité de direction, etc.) L'équipe de gestion de projet.
Le coaching, ou accompagnement, est une méthode d'accompagnement personnalisé destinée à améliorer les compétences et la performance d'un individu, d'un groupe ou d'une organisation, grâce à l'amélioration des connaissances, l'optimisation des processus et des méthodes d'organisation et de contrôle. Il s'est développé à l'origine dans le milieu du sport (le coach pouvant être entraîneur ou compléter celui-ci pour un encouragement de type plus psychologique), mais son usage a dépassé de ce contexte à partir de la fin du pour apparaître dans le milieu de l'entreprise, puis celui du développement personnel de manière moins cadrée et souvent contestée.
Discute de l'organisation des assistants de cours, en mettant l'accent sur les responsabilités, la coordination et l'interaction des élèves pendant les exercices.
Whilst digital education is becoming a reality for schools there isa role for CCI research to move beyond researcher-led school en-gagements to other types of research that support schools and theirsta to lead on the appropriation of digital technologies. ...
This presentation focuses on one specific aspect of the history of education: the relationship between activism, construction, and the question of student housing. By focusing on three case studies that include the medieval college, the Jesuit college, and ...
Despite the large body of academic work on machine learning security, little is known about the occurrence of attacks on machine learning systems in the wild. In this paper, we report on a quantitative study with 139 industrial practitioners. We analyze at ...