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Record Nr. |
UNISA990001956940203316 |
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Autore |
JONES, Gareth Stedman |
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Titolo |
Londra nell'età vittoriana : classi sociali, emarginazione e sviluppo : uno studio di storia urbana / Gareth Stedman Jones |
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Pubbl/distr/stampa |
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Descrizione fisica |
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Collana |
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Disciplina |
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Soggetti |
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Classi sociali - Condizioni economiche e sociali - Londra - Sec. 19 |
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Collocazione |
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II.5. 709 (Varie coll. 386/4) |
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Lingua di pubblicazione |
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Formato |
Materiale a stampa |
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Livello bibliografico |
Monografia |
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Note generali |
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Trad. di O. Merola Algranati |
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2. |
Record Nr. |
UNINA9910462204303321 |
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Titolo |
Handbook for strategic HR [[electronic resource] ] : best practices in organizational development from the OD network / / edited by John Vogelsang ... [et al.] |
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Pubbl/distr/stampa |
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New York, : American Management Association, c2013 |
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ISBN |
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1-283-68881-6 |
0-8144-3250-6 |
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Edizione |
[1st edition] |
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Descrizione fisica |
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1 online resource (673 p.) |
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Altri autori (Persone) |
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Disciplina |
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Soggetti |
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Personnel management |
Organizational change |
Electronic books. |
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Lingua di pubblicazione |
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Formato |
Materiale a stampa |
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Livello bibliografico |
Monografia |
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Note generali |
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Description based upon print version of record. |
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Nota di bibliografia |
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Includes bibliographical references and index. |
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Nota di contenuto |
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Cover; Title; Copyright; CONTENTS; The Editors; Section 1 The Changing World of Human Resources; Introduction; 1. The Role of Organization Development in the Human Resource Function; 2. Organization Development and Human Resources Management; Section 2 Consulting and Partnership Skills; Introduction; Facilitation and the Consulting Process; The Core Skills Needed in Consulting on Process Issues; The Client-Consultant Relationship; The Consultant as Person; Partnerships Among the HR Business Partner, Leadership, Staff, and an Internal or External OD Consultant; 3. Facilitation 101 |
4. Action Research: The Anchor of OD Practice5. The Organization Development Contract; 6. The Seven Deadly Sins of OD Consulting: Pitfalls to Avoid in the Consulting Practice; 7. Notes Towards a Better Understanding of Process: An Essay; 8. The Consultant as Process Leader; 9. Working with the Client-Consultant Relationship: Why Every Step Is an "Intervention"; 10. Who Owns the OD Effort?; 11. Unraveling the "Who's Responsible?" Riddle; 12. Rules of Thumb for Change Agents; 13. If I Knew Then . . . : An Essay; 14. Who Is the Client Here?: On Becoming An OD Consultant |
15. An Inner Blueprint for Successful Partnership Development: Putting a Relationship to Work16. Reflections on a Cross-Cultural Partnership |
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in Multicultural Organizational Development Efforts; Section 3 Use of Self as an Instrument of Change; Introduction; Use of Self: Our Instrument of Change; The Mental Realities We Build; Ethical Leadership; Covert Processes; 17. Managing Use of Self for Masterful Professional Practice; 18. Personal and Organizational Authority: Bringing the Self into a System of Work Relationships; 19. Diversity, Inclusion, and the Ladder of Inference |
20. Mindfulness and Experiential Learning21. Generative Conversations: How to Use Deep Listening and Transforming Talk in Coaching and Consulting; 22. Diversity and Social Justice: Practices for OD Practitioners; 23. Racism in the Workplace: OD Practitioners' Role in Change; 24. Quadrant Behavior Theory: Edging the Center the Potential for Change and Inclusion; 25. Ethical Leadership and OD Practice; 26. Diagnosing Covert Processes in Groups and Organizations; Section 4 Thinking Systemically and Strategically; Introduction; Systems Thinking: The Connectedness of Everything |
An Evolving Understanding of Systems ThinkingDesigning Organizations; Culture; Organic/Open Systems Models; Complex Adaptive and Dialogic Approaches; 27. General Systems Theory: What is it? Is There an Application Example for OD?; 28. Gestalt OSD and Systems Theory: A Perspective on Levels of System and Intervention Choices; 29. Towards a Behavioral Description of High-Performing Systems; 30. Chaos and Complexity: What Can Science Teach?; 31. The Postmodern Turn in OD; 32. Corporate Culture; 33. Trauma and Healing in Organizations |
34. Diversity and Inclusion as a Major Culture Change Intervention |
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Sommario/riassunto |
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Things are changing in the world of human resources. |
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