Richard W Woodman
Datos Biográficos
| ID | 1661341 |
|---|---|
| NOMBRE | Richard W Woodman |
| NOMBRES | Richard W |
| APELLIDO | Woodman |
| FIRMA | WOODMAN R W |
| AFILIACIONES | Texas A&M University |
| VERIFICADO | No |
| TOTAL DE OBRAS | 13 |
| TOTAL DE CITAS | 2 |
| TOTAL COMO AUTOR | 13 |
| TOTAL COMO EDITOR | 0 |
| PRIMER AÑO DE PUBLICACIÓN | 1977 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2020 |
| ÍNDICE H | 1 |
The multiple ways of behaving creatively in the workplace
Evidence in the literature suggests that employees can engage in other types of creative behavior at work beyond producing something new and useful for their organization. This paper seeks to advance our understanding of these “atypical” creative behaviors. We conceptualize a typology that encompasses both the commonly studied form of employee creativity (conventional steward‐type) and three other types of employee creativity that have not been p…
Organization Development and Change
Organization development and change (also called OD) is a field of applied behavioral science focused on understanding and managing organizational change. OD techniques and approaches provide the HRM professional important tools to contribute to organizational effectiveness.
Organization Development
Organization development (OD) is an applied behavioral science focused on understanding and managing organizational change. The field is informed by an interdisciplinary set of theoretical perspectives and research traditions. OD is characterized by a dual emphasis on both increasing organizational effectiveness and improving the work experience of organizational participants. Likewise, there is a dual focus on both: solving immediate problems an…
Change, Methods
Specific methods used to change organization are called interventions. A key challenge in change management is linking an organizational diagnosis with effective actions to address concerns, problems, and needed improvements. Applied theories used to guide change methods are often labeled as implementation theories. These theories typically suggest that system‐wide congruent changes are needed in various aspects of organizational functioning in o…
Change, Evaluation
The field is interested in valid evaluation of organizational change programs for both theoretical and practical reasons. Evaluation of organizational change will be most valuable when several important criteria are met.
Beyond Lewin
We describe the new dialogic organization development (OD) fleshed out by Bushe & Marshak (2009) . In comparing this approach with the old diagnostic OD, we explore the limitations of Lewin’s (1947) unfreeze-change-freeze model for depicting organizational change over time. We develop an approach that more fully approximates an adequate temporal model of change by incorporating attention to sequence, timing, pacing, rhythm, and polyphonic dimensi…
Innovative Behavior in the Workplace
Why do employees engage in innovative behavior at their workplaces? We examine how employees' innovative behavior is explained by expectations for such behavior to affect job performance (expected positive performance outcomes) and image inside their organizations (expected image risks and expected image gains). We found significant effects of all three outcome expectations on innovative behavior. These outcome expectations, as intermediate psych…
Toward a Theory of Organizational Creativity
Research in Organizational Change and Development
Teaching Complex Organizations
In this essay I briefly review six books that could be used as texts in teaching complex organizations. I began my quest for appropriate textbooks to review by examining a draft of Thomas Drabek's article, the Sociology of Complex Organizations, which also appears in this issue of Teaching Sociology. He identified six texts as excellent, but two of them were considerably dated (1979, 1981) and more recent editions were not available. In addition
The role of team development in organizational effectiveness
The role of team development in organizational effectiveness
Humanizing organizational behavior
The multiple ways of behaving creatively in the workplace
Evidence in the literature suggests that employees can engage in other types of creative behavior at work beyond producing something new and useful for their organization. This paper seeks to advance our understanding of these “atypical” creative behaviors. We conceptualize a typology that encompasses both the commonly studied form of employee creativity (conventional steward‐type) and three other types of employee creativity that have not been p…
Humanizing organizational behavior
The role of team development in organizational effectiveness
The role of team development in organizational effectiveness
Teaching Complex Organizations
In this essay I briefly review six books that could be used as texts in teaching complex organizations. I began my quest for appropriate textbooks to review by examining a draft of Thomas Drabek's article, the Sociology of Complex Organizations, which also appears in this issue of Teaching Sociology. He identified six texts as excellent, but two of them were considerably dated (1979, 1981) and more recent editions were not available. In addition
Research in Organizational Change and Development
Toward a Theory of Organizational Creativity
Innovative Behavior in the Workplace
Why do employees engage in innovative behavior at their workplaces? We examine how employees' innovative behavior is explained by expectations for such behavior to affect job performance (expected positive performance outcomes) and image inside their organizations (expected image risks and expected image gains). We found significant effects of all three outcome expectations on innovative behavior. These outcome expectations, as intermediate psych…
Organization Development and Change
Organization development and change (also called OD) is a field of applied behavioral science focused on understanding and managing organizational change. OD techniques and approaches provide the HRM professional important tools to contribute to organizational effectiveness.
Organization Development
Organization development (OD) is an applied behavioral science focused on understanding and managing organizational change. The field is informed by an interdisciplinary set of theoretical perspectives and research traditions. OD is characterized by a dual emphasis on both increasing organizational effectiveness and improving the work experience of organizational participants. Likewise, there is a dual focus on both: solving immediate problems an…
Change, Methods
Specific methods used to change organization are called interventions. A key challenge in change management is linking an organizational diagnosis with effective actions to address concerns, problems, and needed improvements. Applied theories used to guide change methods are often labeled as implementation theories. These theories typically suggest that system‐wide congruent changes are needed in various aspects of organizational functioning in o…
Change, Evaluation
The field is interested in valid evaluation of organizational change programs for both theoretical and practical reasons. Evaluation of organizational change will be most valuable when several important criteria are met.
Beyond Lewin
We describe the new dialogic organization development (OD) fleshed out by Bushe & Marshak (2009) . In comparing this approach with the old diagnostic OD, we explore the limitations of Lewin’s (1947) unfreeze-change-freeze model for depicting organizational change over time. We develop an approach that more fully approximates an adequate temporal model of change by incorporating attention to sequence, timing, pacing, rhythm, and polyphonic dimensi…
The multiple ways of behaving creatively in the workplace
Evidence in the literature suggests that employees can engage in other types of creative behavior at work beyond producing something new and useful for their organization. This paper seeks to advance our understanding of these “atypical” creative behaviors. We conceptualize a typology that encompasses both the commonly studied form of employee creativity (conventional steward‐type) and three other types of employee creativity that have not been p…
Computer Science (9 obras) · Psychology (9 obras) · Sociology (8 obras) · Knowledge management (7 obras) · Political science (7 obras) · Organizational change (6 obras) · Business (5 obras) · Organizational Learning and Leadership (5 obras) · Public relations (5 obras) · Social Psychology (5 obras)