what are interventions? discuss the major types of interventions in organizational development?
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Try this website...\n\nhttp://www.improve.org/odbasics.html
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Lead by example which helps things a lot
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You should give your readers more information.What kind of consulting project?
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NonGovernmentalOrganizationS and HIV/AIDS awareness : http://www.globalpolicy.org/reform/business/2003/0107hivbiz.htm\nHundreds of thousands of volunteers and churches are additional sources. Good Luck.
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Crisis management involves identifying a crisis, planning a response to the crisis and confronting and resolving the crisis. Crisis management can be applied in almost any field of endeavor, but it is most commonly used in international relations, political science and management. For more about crisis management in international relations, see International crisis.\n\nMany school districts also have developed crisis response guides, which identify potential situations such as fires and other disasters, bomb threats, confronting unwelcome visitors, violence (and threats thereof) and the death of a student.\n\nIn general terms, the theory of crisis management can be divided into crisis bargaining and negotiation, crisis decision making, and crisis dynamics.
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How about a closing paragraph/sentence about how beneficial it would be to incorporate all those strategies into university life and the difference it could make to overall success?\n\nI hope this helps.
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Training targets behavior directly, and might indirectly influence thought processes. This typically calls for more than a lecture format. Training might start by specifying steps needed to accomplish a particular task, but more than this is needed to assure that certain skills or procedures are learned. Participants in a training course should practice the desired behavior and receive pertinent feedback to support what's right and correct what's wrong. If feedback is given genuinely in a trusting and caring atmosphere, behavior might not only be directly improved, but one's thinking or attitude associated with the behavior might be positive. \n\nConversely, education focuses on trying to influence participants' cognitive or thinking processes. This kind of education might increase profound knowledge or critical thinking skills, and this could lead to behavior change. If so, I will have "thought a person into behaving differently." In other words, education targets thought processes directly, and might indirectly influence what people do.
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Developement specifically of what?
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The Reflective Practitioner: \nFoundation of Teamwork & Leadership\nNot disregarding the recent interest in academe regarding reflective learning, the concept has been around since John Dewey presented his educational philosophy, and it has found similar expressions in David Kolb's Learning Cycle, W. Edwards Deming's Shewart Cycle, and Don Schon's Reflective Practitioner model. These all involve the same process of reflecting on behavior and using such feedback to learn and modify behavior. \nFor this course, the reflective learning cycle is the centerpiece of the process for learning leadership, teamwork and organization development. The process is the same, whether the "system" is the individual, team or organization. The fundamental cycle is the learning loop that includes: reflection, interpretation, application, and engagement (different authors use different terms), \n\n\n\nhttp://faculty.css.edu/dswenson/web/TWAssoc/reflectivepractitioner.html
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I tried "management planning" --\n\nhttp://www.managementhelp.org/mgmt_dev/mgmt_dev.htm\nhttp://www.projectkickstart.com/html/tips.htm\n\nIf you want something more specific, you might try "time management" "project planning" etc.
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I believe that we go through 3 major processes.\n\nDiscovery - Investigating, questioning, exploring new ideas.\nKnowledge - Come to an understanding of these ideas.\n\nI think a lot of people stop here but the last step is the most important.\n\nWisdom - Applying the knowledge in daily life.\n\nIt sounds like you need to apply and practice your beliefs in your daily life.  \n\nLove God, Love others, Love yourself
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Yes, networking and referral development.\n\nSee "Building your ideal practice" and info about word of mouth advertising.
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Think about the levels of hierarchy. If it is a flat structure, this will enable decisions to filter down throughout the organisation much quicker- think how this would be a great help in a fast paced industry environment. \nNow think about the opposite and talk about bureaucracy. \nNow talk about how the structure can affect culture, for eg in a tall organisation there will be more opportunity for promotion (an incentive) but at the same time it may mean more departments (talk about a culture of rivarly instead of teamwork and how this will affect performance)\nevaluate how different structures can work and how the success depends on the type of industry and also on others things other than structure for eg the business plan\n\nHope this helps, any questions email me
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Change Management Defined\nThree Basic Definitions\n\nIn thinking about what is meant by “change management,” at least three basic definitions come to mind:\n\n   1.\n\n      The task of managing change. \n   2.\n\n      An area of professional practice. \n   3.\n\n      A body of knowledge. \n\nThe Task of Managing Change\n\nThe first and most obvious definition of “change management” is that the term refers to the task of managing change. The obvious is not necessarily unambiguous. Managing change is itself a term that has at least two meanings. \n\nOne meaning of “managing change” refers to the making of changes in a planned and managed or systematic fashion. The aim is to more effectively implement new methods and systems in an ongoing organization. The changes to be managed lie within and are controlled by the organization.  Perhaps the most familiar instance of this kind of change is the change or version control aspect of information system development projects.  However, these internal changes might have been triggered by events originating outside the organization, in what is usually termed “the environment.” Hence, the second meaning of managing change, namely, the response to changes over which the organization exercises little or no control (e.g., legislation, social and political upheaval, the actions of competitors, shifting economic tides and currents, and so on). Researchers and practitioners alike typically distinguish between a knee-jerk or reactive response and an anticipative or proactive response.\nAn Area of Professional Practice\n\nThe second definition of change management is "an area of professional practice." \n\nThere are dozens, if not hundreds, of independent consultants who will quickly and proudly proclaim that they are engaged in planned change, that they are change agents, that they manage change for their clients, and that their practices are change management practices. There are numerous small consulting firms whose principals would make these same statements about their firms. And, of course, most of the major management consulting firms have a change management practice area. \n\nSome of these change management experts claim to help clients manage the changes they face – the changes happening to them. Others claim to help clients make changes. Still others offer to help by taking on the task of managing changes that must be made. In almost all cases, the process of change is treated separately from the specifics of the situation. It is expertise in this task of managing the general process of change that is laid claim to by professional change agents.\nA Body of Knowledge\n\nStemming from the view of change management as an area of professional practice there arises yet a third definition of change management: the content or subject matter of change management. This consists chiefly of the models, methods and techniques, tools, skills and other forms of knowledge that go into making up any practice. \n\nThe content or subject matter of change management is drawn from psychology, sociology, business administration, economics, industrial engineering, systems engineering and the study of human and organizational behavior. For many practitioners, these component bodies of knowledge are linked and integrated by a set of concepts and principles known as General Systems Theory (GST). It is not clear whether this area of professional practice should be termed a profession, a discipline, an art, a set of techniques or a technology. For now, suffice it to say that there is a large, reasonably cohesive albeit somewhat eclectic body of knowledge underlying the practice and on which most practitioners would agree — even if their application of it does exhibit a high degree of variance. \n\nTo recapitulate, there are at least three basic definitions of change management:\n\n   1.\n\n      The task of managing change (from a reactive or a proactive posture) \n   2.\n\n
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Risk assessment\n\nFamily Systems (ecosystem theory)\n\nand individual as well and family therapy. \n\nGood luck!
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1. Group dynamics.\n2. Controlling the agenda.\n3. Atmosphere, space, proximity.\n4. Communication skills of all.\n\nIf I think of more, I will add them on.
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http://www.accd.edu/sac/mgt/mward/lecture.htm\nhttp://www.change-management.com/tutorial-change-competency-hr.htm\n\nand much more.. \njust google for\nHR management pdf