Book Description
Diagnosing and Changing Organizational Culture provides a framework, a sense-making tool, a set of systematic steps, and a methodology for helping managers and their organizations carefully analyze and alter their fundamental culture. Authors, Cameron and Quinn focus on the methods and mechanisms that are available to help managers and change agents transform the most fundamental elements of their organizations. The authors also provide instruments to help individuals guide the change process at the most basic level—culture. Diagnosing and Changing Organizational Culture offers a systematic strategy for internal or external change agents to facilitate foundational change that in turn makes it possible to support and supplement other kinds of change initiatives.
Download Description
Diagnosing and Changing Organizational Culture provides a framework, a sense-making tool, a set of systematic steps, and a methodology for helping managers and their organizations carefully analyze and alter their fundamental culture. Authors, Cameron and Quinn focus on the methods and mechanisms that are available to help managers and change agents transform the most fundamental elements of their organizations. The authors also provide instruments to help individuals guide the change process at the most basic level culture. Diagnosing and Changing Organizational Culture offers a systematic strategy for internal or external change agents to facilitate foundational change that in turn makes it possible to support and supplement other kinds of change initiatives.
Customer Reviews:
Useful.Practical........2006-11-06
Help in good manner to diagnose culture in organization. Have developed based on their approach a light software application.Very useful. Help to develop competency models based on cultural approach.
Interesting Model.......2004-03-04
The model presented is an interesting and for the most part effective one. For an alternative model see O'Reilly, Chatman and Caldwell's OCP Method and in particular the commercially available web tools from ThinkShed (www.thinkshed.com) that leverage the method.
Whichever method you use, culture change is ultimately about the application of a consistent approach...my personal preference is the OCP because of the availability of robust web based tools that enable one to penetrate the organization to a much deeper level than is otherwise possible with a paper based model or an interview based model. This can be important if you are wanting to get at deeply rooted and/or problematic sub-cultures.
Smith
Great book, plus..........2003-06-23
This is a great book. In addition, I recommend "Strategic Organizational Change" by Michael Beitler.
The most helpful book..........2003-06-23
This is the most helpful book available on organizational culture. Their OCAI instrument (for diagnosing organizational culture) alone is worth more than the price of the book. I use Cameron & Quinn's material with every one of my clients.
Dr. Michael Beitler
Author of "Strategic Organizational Change"
A remarkable tool.......2003-02-21
The authors provide a great model for understanding and diagnosing organizations. Their cultural quandrant methodology also provides a common language for people within an organization to talk about what they have and what they want. I recommend this for everyone who wants to understand their own organization. Their instrument (OCAI) is both easy to understand and easy to use.
Book Description
Here are the practical, proactive tools managers need to get a handle on today's best change management strategies and ensure the success of their business improvement and turnaround efforts. Each of the change management strategies spelled out in this guide is firmly grounded in the extensive experience of Coopers & Lybrand, a Big 6 consulting firm with a dedicated change mangement practice. Each one has been company-tested in such organizations as Agway, New York Life, Prudential Direct, and the Office of Naval Intelligence. The result? Comprehensive analysis of the global changes confronting today's business leaders. Plus proven strategies for managing major change, creating an organizational culture conductive to change, and leading change effectively.
Customer Reviews:
A Bit Dated, but Still Useful.......2007-09-19
I wouldn't really call this a "field book," but it is certainly a good account of organization change management. It comes out of the mid-90s, so its orientation is toward the learning organization (Senge) and business process reengineering (Hammer and Champy). An update would doubtless align itself behind Balanced Scorecard (Kaplan and Norton). If you have any background at all in strategic planning or workflow analysis, you will find the basic concepts familiar and usefully applied.
The core observations make sense:
* Change is an ongoing reality of the modern enterprise, and so is change management.
* Change management must involve both the technical and the people sides of the organization.
* Managing change starts with planning, but planning isn't sufficient, so don't get bogged down.
* The leaders of change are the leaders of the organization: top management. Of course, they must commit to the change, but, more importantly, they must show that commitment in behavior: being the managers that the change requires to be successful, and actively involving themselves in selling the change to the troops.
* Change management must incorporate metrics, especially on the people side, so you can know if you're making progress.
Etc. There are lots of lists that can usefully be turned into checklists, and there is an appendix of excerpts from interviews with change leaders.
The negatives aren't really serious. The C&L methodology is so general as to be either obvious or useless, depending on your point of view. C&L doesn't share its tools, but it does name them, so you should be able to find some that are functionally comparable.
In sum, this is a good starting point for building a change management function and/or understanding your role in the process.
A useful, handy & concise reference book........2000-12-19
A very useful book especially if you are a change agent within your corporation. In relatively short and sharp chapters, the three authors address key issues in managing change. The underlying theme that change is all about people comes out relatively clearly. Though the book is based on much of Coopers & Lybrand's approach to change management, the first six chapters are fairly generic. By learning from the Coopers & Lybrand's experiences , you can craft your appropriate change strategy for your particular situation and circumstances. Recommended reading for all those involved in managing change and transition at the workplace.
An important contribution.......2000-04-04
An important contribution to a critical subject. Change management consulting often suffers from "hack" approaches. Whether change can in fact be managed is another issue.
Book Description
What separates excellent organizations from the truly ordinary? What allows some organizations to rapidly change and continually reinvent themselves while others have trouble making even modest improvements? The fundamental ingredient is the presence of change agents. Change agents are individuals who have the knowledge, skills, and tools to help organizations create radical improvement. They achieve results through their keen ability to facilitate groups of people through well-defined processes to develop, organize, and sell new ideas. They are the invisible hands that turn vision into action.
The Change Agent's Guide to Radical Improvement is a comprehensive how-to book, packed with all of the information and tools necessary to make any improvement project a rousing success. Its unique methods integrate the best practices in organizational development, team building, voice of the customer, reengineering, problem solving, creativity, innovation, and project management.
The systematic change agent model introduced in this book will help you:
* Pick the right improvement projects to work on, by diagnosing the real issues effecting the organization.
* Organize the project so that it has the best chance to succeed, by uncovering the project's success criteria, securing management support, and building the right team.
* Select the best change process to improve customer satisfaction, reengineer a process, solve a problem or develop a plan.
* Generate innovative out of the box ideas that dramatically impact the bottom line.
* Navigate the politics of change; ensuring radical ideas become radical improvements.
Customer Reviews:
Ken Miller's email address.......2006-01-26
I am trying to locate Ken Miller and was curious if anyone has his email address?
Thank you,
Matt Miller
St. Louis, MO
I've been waiting for this book...........2002-06-03
This book is the perfect marriage between process improvement methods and Rob Lawton's Creating a Customer-Centered Culture. Ken has provided a clear roadmap for organizations to get focused on the customer, measure things that the customer cares about, and achieve those results with the least amount of pain and agony.
I have already recommended this book to several of my clients who are starting (or are already on) the journey of using teams, focusing on the customer and improving their organizations. It has everything you need, so it's a great reference book as well.
WOW!!.......2002-04-10
Ken Miller has hit the nail on the head with The Change Agent's Guide to Radical Improvement. Whether you are a seasoned Change Agent / Quality guru, or somebody who often asks "Why do we do it this way?", you need to read this book. That experience alone will leave you energized and chomping at the bit to identify and begin projects that ACTUALLY DELIVER RESULTS.
Miller has provided us with a comprehensive "How-to" guide for making your organization (corporate, government, education, healthcare, Service) and yourself very valuable. The chapters are well-written, easy to understand and thought-provoking. From the proper diagnosis of a project to the implementation to the wonderful method of tracking results, it is literally the only book you need to drive change through your organization. Since reading the book and attending the author's academy, I've used many new, as well as old tools to more effectively run meetings, solve problems, improve processes and lead planning sessions. The big difference I've noticed with the use of the old tools is that I now use them in the proper situations. Miller also identifies the "Change Agent Body Of Knowledge," the features a person must have to be a successful agent of change.
Read this book. You won't regret it, and you might possibly change the way you approach your work. Appropriate for all levels of the organization, especially management.
Replace your entire Quality Library with this One Book!.......2002-03-07
If you are a student of improvement, then this book is an "All You Can Eat Buffet" of your favorite foods. It literally takes the best of thousands of quality principles and tools and combines them into one easy to read and use manual.
Ken Miller's book on tools for change agents has failed to find a prominent place on my bookshelf not because of content, but I simply have not been able to put the book away since I first opened it. It reenergized me as a team leader and has contributed greatly to the effectiveness of our improvement efforts.
Chapters are written using examples that are well suited for the subject matter and that the reader can easily relate to. At the end of each chapter are easy to follow tools that will quickly become an indispensable component in your facilitating arsenal. My personal favorites include the techniques for getting more out of brainstorming, and Ken's methods for analyzing projects.
This comprehensive book is a must have for everyone who wants to see their company grow! Before you start your next team initiative do yourself an enormous favor, READ THIS BOOK!
Book Description
Considering a career in social work? AN INTRODUCTION TO THE PROFESSION OF SOCIAL WORK: BECOMING A CHANGE AGENT helps you decide whether social work is a good fit for you by introducing you to the social work profession and describing the role of social work in the social welfare system. Through cases, personal stories, and exercises, this social work text helps you apply the concepts and understand what it means to be a social worker. AN INTRODUCTION TO THE PROFESSION OF SOCIAL WORK is a must read for anyone considering or pursing a career in social work!
Book Description
The expert guide to effective internal consulting
This book guides internal consultants through the steps necessary to bolster their credibility, build relationships within the organization, develop internal marketing abilities, and apply proper methodologies to their work. Alan Weiss, an experienced consultant, provides practical techniques the internal consultant, internal human resources practitioner, and any other internal change agent can use to excel at work, advance their careers, and become valued assets to their organizations. Some of the major subjects covered include setting up the proper environment for success and establishing peer-level interactions.
Alan Weiss, PhD (East Greenwich, CT), has consulted with hundreds of organizations around the world, including Mercedes-Benz, Hewlett-Packard, Merck, and Chase. He lectures widely and appears regularly on radio and television to discuss productivity and performance. He is the author of twelve books, including Getting Started in Consulting (Wiley: 0-471-38455-0), The Ultimate Consultant (Jossey-Bass: 0-7879-5508-6), How to Acquire Clients (Jossey-Bass: 0-7879-5514-0), and Process Consulting (Jossey-Bass: 0-7879-5512-4).
Customer Reviews:
Practical sound advice .......2007-07-16
I have found this book to be quite practical in its suggestions. Already I have recovered my investment in this book just utilizing the information that I have read there. In some cases it serves as a confirmation that our practices are on track, in others; it gives profitable insights for which Alan Weiss is renowned. Get it today! You'll recover your investment in less than 30 days if you do what's recommended.
Thank you Alan!
Book Description
Highlights the need to help employees grow in ways they don't understand and in directions they can't foresee
Customer Reviews:
A superb book about development.......2002-08-23
I found this book to be very informative and an easy read. It has a good balance of theory and practical advice. It goes hand in hand with the same author's Career Compass book. I would recommend this book for human resources or organizational development people looking for a new perspective.
Only Half of the Solution.......2000-02-11
Development Cultures are great ideas that need more fully encompassing approaches. The Author appropriately suggests that the emphasis in our workplaces should be adding value and thus creating opportunities for continued careers. She also appropriately suggests that skills are a necessary element for adding value. Missing is the acknowledgement that performance requires both skills and attitudes-both the ability and the inclination to perform quality work.
Conspicuously absent are any emphasis or ideas for motivating and satisfying the people that are being asked to change. Developing additional skills takes time, energy and motivation. As all change leaders understand, those being changed invariably ask, "What's in it for me?" Until this question is adequately answered, the potential for Development Cultures appears bleak. While some might boldly suggest, "Having a job is what's in it for them," others might aptly rebut "With more skills, those employees will be more attractive and tempted away by other employers."
The bases for high performance work cultures are apparent in the Author's obviously thorough research. Her enumeration of Schein's "Basic Career Anchors", Gottlieb's "Transformational Leadership", and Bechhard's "Organizational Transitions" are excellent starting points. These considerations are sorely absent from integration into the Author's Development Culture model (p. 93)-a model that focuses predominately on tasks and systems while ignoring the human elements of meaning, motivation, discretionary contribution.
Development Cultures are needed in today's workplaces. To be successful, these cultures must complement and balance developing worker skills with developing meaning for the workforce. Until we practitioners commit to implementing more fully encompassing solutions, we will continue achieving inadequate results.
Practical, systemic approach to organization change.......1998-11-24
I thought the book was incredibly practical and realistic in its approach to utilizing career development as a lever for organization effectiveness. Simonsen uses a wide variety of industry examples to demonstrate how the strategy she is advocating-which is your tried and true OD approach-can work in today's organizations. This is a book that managers and consultants can utilize together as they tie together business strategy and people planning. I keep buying copies of this book and giving them away to HR colleagues and line managers.
Book Description
"A good balance between theory and practice . . . it definitely fills a void in the [lack of] texts in the area and the change literature in general . . . a good fit for my graduate class on ‘Managing Organizational Change.’"
—Anthony F. Buono, McCallum Graduate School of Business, Bentley College
"Like Gareth Morgan’s
Images of Organization, this book is a superb blend of theory and practicality. It demystifies chaos and paradox, and it encourages the understanding of organizational dynamics from multiple perspectives. It is refreshing to read a book that presents diverse theories and interventions so even-handedly."
—Andrea Markowitz, Ph.D., President, OB&D, Inc.
Learning to Change: A Guide for Organizational Change Agents provides a comprehensive overview of organizational change theories and practices developed by both U.S. and European change theorists. The authors compare and contrast five fundamentally different ways of thinking about change: yellow print thinking, blue print thinking, red print thinking, green print thinking and white print thinking. They also discuss in detail the steps change agents take, such as diagnosis, change strategy, the intervention plan, and interventions. In addition, they explore the attributes of a successful change agent and provide advice for career and professional development. The book includes case studies that describe multiple approaches to organizational change issues.
This book will appeal to both the practitioner and academic audiences. It can be used as a text in graduate courses in change management and will also be a useful reference for consultants and managers.
Features:
- Discusses the abilities, attitudes, and styles of successful change agents
- Describes five fundamentally different ways of thinking about change
- Presents a state-of-the-art overview of change management insights, methods, and instruments
- Summarizes an extensive amount of organizational change literature
- Supplies readers with useful insights and courses of action that will allow them to design and implement change professionally
Learning to Change became a bestseller upon its initial publication in the Netherlands. The color-model on change is very popular among thousands of managers and change consultants and presents a new approach to change processes and a new language for change.
Customer Reviews:
Powerful metaphors`.......2004-03-24
The way colours are used to represent different approaches to change is a powerful metaphor. Combined with the models presented in the book this offers managers a guideline to succesfuly implement change. The plentiful notes in the book lead to more background reading material. Do not skip the introductory chapters, I found them very interesting.
Book Description
no description
Customer Reviews:
An Exhaustive Guide For Managing Change.......2000-07-17
David Hutton has created an outstanding resource for those responsible for managing change within their organizations. This book is not just for Change Agents . . . I recommend it for all leaders in any organization. The subtitle, "A Survival Guide For Quality Improvement Champions" is on the money. This book covers it all!
Best book on process improvement I've ever read.......1999-06-02
In my opinion, this is the best book on process improvement on the market today. It takes up where so many other books fear to tread and deals with practical issues of organizational dynamics. An excellent companion volume to the CMM, SPICE, or other technical framework.
Essential guide for companies seeking excellent performance.......1998-08-22
Virtually every company or organization can benefit by engaging in a quest for excellence. David Hutton's book paves the way by explaining the opportunities and pitfalls which will be encountered. Success does not just happen. It must be planned, then plans must be executed, results measured and there must be followup. The Change Agent's Handbook covers it all. David explains the vital role of management and realizes how important it is for them to be continualy engaged. If you plan to make significant strides toward excellence read this book then keep it handy as a reference document. I have worked extensively with David and have watched him place into practice that which he preaches.
So topical and interesting I couldn't put it down........1998-08-22
I came across this book at a time when I was dealing with major changes in my organization. Since I was Vice President level, I had to sell my colleagues on many of the things I thought necessary for our survival all of which meant a change in process and thinking. I was a change agent. This book championed me through the steps required to meet the task. We did very well as we brought about a change in culture and in the way we would "do business".
Book Description
Speed and Politics (first published in France in 1977) is the matrix of Virilio's entire work. Building on the works of Morand, Marinetti, and McLuhan, Virilio presents a vision more radically political than that of any of his French contemporaries: speed as the engine of destruction. Speed and Politics presents a topological account of the entire history of humanity, honing in on the technological advances made possible through the militarization of society. Paralleling Heidegger's account of technology, Virilio's vision sees speed--not class or wealth--as the primary force shaping civilization. In this "technical vitalism," multiple projectiles--inert fortresses and bunkers, the "metabolic bodies" of soldiers, transport vessels, and now information and computer technology--are launched in a permanent assault on the world and on human nature. Written at a lightning-fast pace, Virilio's landmark book is a split-second, overwhelming look at how humanity's motivity has shaped the way we function today, and what might come of it.
Customer Reviews:
Slowly speeding.......2006-08-26
"Speed and Politics" is an insightful post-modern examination into what I call 'exponential progress'. In one part, Virilio suggests that since society is increasingly less patient (mostly as a result of technology), people in general are less willing to spend the time to read or investigate their oppressive situations (probably because they were overly busy shopping and thinking about the next best and greatest thing to own) and, as such, require a quick dose of knowledge. To do this, the philosopher/politician/revolutionary must boil down the essence of an idea and serve it before the attention of the people diminishes into thoughtless, emotion-driven consumption once again.
The book is short. However, each sentence has the brilliance of two pages. Read slow.
Two books, one ISBN.......2004-12-18
Unfortunately, "Speed and Politics" shares an identical ISBN with "Remarks on Marx" by Michel Foucault, from the same publisher. Hence, the confusion in the customer reviews.
This book has nothing to do with Foucault.......2004-01-23
I don't know if there is some bug in Amazon's system, but the three reviewers do not appear to be review Virilio's "Speed and Politics."
Insightful Interviews.......2000-12-06
I found this was a very interesting series of interviews with Foucault by a journalist from the Italian Communist Party. His discussions about social change and marxism were enlightening. I think this kind of interview format offers a refreshing and different perspective on his work compaired reading his books.
A remarkable little book.......1998-12-10
I agree entirely with the reviewer from SUNY. There is so much secondary literature on Foucault precisely because so many are looking to appropriate the fashion of his name to any bastardized cause celebre. This clear, concise, and challenging little book presents a better introduction to Foucault's thinking than all of the secondary and tertiary literature combined.
Book Description
Newsrooms in Conflict examines the dramatic changes within Mexican society, politics, and journalism that transformed an authoritarian media institution into many conflicting styles of journalism with very different implications for deepening democracy in the country. Using extensive interviews with journalists and content analysis spanning more than two decades, Sallie Hughes identifies the patterns of newsroom transformation that explain how Mexican journalism was changed from a passive and even collusive institution into conflicting clusters of news organizations exhibiting citizen-oriented, market-driven, and adaptive authoritarian tendencies. Hughes explores the factors that brought about this transformation, including not only the democratic upheaval within Mexico and the role of the market, but also the diffusion of ideas, the transformation of professional identities and, most significantly, the profound changes made within the newsrooms themselves. From the Zapatista rebellion to the political bribery scandals that rocked the nation, Hughes's investigation presents a groundbreaking model of the sociopolitical transformation of a media institution within a new democracy, and the rise and subsequent stagnation of citizen-focused journalism after that democracy was established.
Customer Reviews:
Documenting a Media Revolution.......2006-08-18
Documenting a media revolution
BY KELLY ARTHUR GARRETT/THE HERALD MEXICO
El Universal
Lunes 14 de agosto de 2006
Miami Herald, página 1
The Mexican news media is enjoying its moment in the sun. That moment started with the first stirrings of these endless 2006 elections, and it's still in full flower. Even if you take your Mexico news in English, what you read and watch - what you know - is influenced by an energized national press that has risen to this particular occasion (that is, the snarled election) with massive, multi-perspective coverage of a watershed event in this country's history.
It wasn't always thus, as Sallie Hughes reminds us in her thorough, insightful and very timely study of Mexican journalism's transition from lapdog to watchdog titled "Newsrooms in Conflict: Journalism and the Democratization of Mexico."
Read the rest of the review --
http://www.mexiconews.com.mx/miami/vi_8.html
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Books Index
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General
| Organizational Behavior
| Business & Investing
| Subjects
| Books
Organizational Culture and Leadership (The Jossey-Bass Business & Management Series)
Diagnosing Organizational Culture Instrument
The Corporate Culture Survival Guide
Corporate Culture and Performance
Strategic Organizational Change, Second Edition
