DOE Project Management News PM EVM Roadside Assists Acquiring Minds Want to Know

Total Page:16

File Type:pdf, Size:1020Kb

DOE Project Management News PM EVM Roadside Assists Acquiring Minds Want to Know Home Director’s Corner EIR/IPR/PPR/ICE/ICR DOE Project Management News PM EVM Roadside Assists Acquiring Minds Want to Know Project Controls Fellowship Program Questions of the Month PMCDP FY 17 Training Strategy Upcoming Training Procedural Change for August 2016 Edition Submitting FPD Packages Recently Certified! Past Newsletter Editions Questions/Comments? DOE Project Management News │ August 2016 Home Director’s Corner Director’s Corner Project Controls Professionals – The Fellowship Has Begun: EIR/IPR/PPR/ICE/ICR To expand our project controls capability and expertise DOE/NNSA- wide, the Certification Review Board (CRB) has established the DOE Project Controls Fellowship Program (PCFP). This Program is intended PM EVM Roadside Assists to identify and further develop a cadre of highly skilled employees (10- 20 designated “Fellows”). Many of these candidates already have a vertical depth of competency in one or more project management Project Controls disciplines (cost, schedule, risk, earned value, etc.) with a horizontal Fellowship Program breadth of understanding in the various disciplines. We want to identify this cadre and make maximum use of their talents, to the benefit of DOE, complex-wide. Questions of the Month Effective management of DOE projects requires a rigorous and disciplined Federal project control’s capability comprised of individuals PMCDP FY 17 Training who have the expertise-- gained first-hand -- to integrate project Strategy controls and project management principles to provide leadership with the requisite accurate project performance information necessary to Upcoming Training Paul Bosco, make informed decisions. We are looking for people who are experts Director of the in Earned Value Management Systems (EVMS) and/or Integrated Office of Project Master Scheduling, and/or other advanced project control methods. Management In the next few weeks a call for fellowship candidates will be Oversight and announced. We have an incredibly talented pool of professionals, and Assessments (PM) I’m confident that the selection process will yield an excellent group of Fellows. We will look to this Fellowship to network and build off of each other to improve our DOE project control methods and Procedural Change for procedures, to export best practices, and to enhance project control Submitting FPD Packages consistency of application, from one Program to another, from one site to another. Recently Certified! Sincerely, Paul Bosco Past Newsletter Editions Questions/Comments? DOE Project Management News │ August 2016 Home Director’s Corner EIR/IPR/PPR/ICE/ICR: What is the Focus? How are They Related? Matthew Z. West, DOE -PM-20 EIR/IPR/PPR/ICE/ICR Department of Energy (DOE) policy and public law require a variety of reviews for projects over $10 million in estimated total project cost (TPC). There are many types of reviews and names, be it an independent cost review (ICR), an independent cost estimate (ICE), external independent review (EIR), an independent PM EVM Roadside Assists project review (IPR), or a project peer review (PPR). The intent of these reviews is to provide senior leaders as well as all stakeholders, including Congress, confidence that the project is exercising all due diligence from initiation through planning and execution to produce realistic, high-quality cost, schedule and risk Project Controls Fellowship Program estimates, and is utilizing project controls which support timely leadership decisions to drive on-time project completion for an agreed upon price to safely satisfy a valid mission requirement. Questions of the Month Given the variety of reviews, it is important to understand how they relate to each other and their key outcomes. At DOE, the IPR verifies the project's mission, organization, development, processes, technical requirements, baselines, progress and/or readiness to proceed to the next successive phase. The PPR is PMCDP FY 17 Training Strategy performed by peers, with subject matter expertise on similar projects and/or with similar technology, to evaluate performance in the areas of technical, managerial, cost and scope, and other aspects of the Upcoming Training project, as appropriate. Both of these reviews are typically led by a program’s project management support office or by, or with the support of, the Department of Energy’s Project Management Oversight and Assessments Office (DOE-PM). These reviews, which are mandated by DOE O 413.3B, support critical decision milestones as well as ensuring periodic external reviews, generally annually. Both require independence by review members from the project and provide the Project Management Executive (PME) with additional information and perspective for making informed decisions, as well as providing external input to the federal project director (FPD) and integrated project team (IPT) to use to improve planning and Procedural Change for execution of the project. Submitting FPD Packages Reviews are a Best Practice Recently Certified! Reviews apply to the Department of Energy to include the National Nuclear Security Administration (NNSA) except where an exemption exists, such as for the Office of Science, or for specific information technology projects. Even when exempt, the basic tenet of independent reviews is a best practice Past Newsletter Editions which a program should implement to improve the likelihood of project success. Continued on next page… Questions/Comments? DOE Project Management News │ August 2016 Home Director’s Corner EIR/IPR/PPR/ICE/ICR: What is the Focus? How are They Related? Matthew Z. West, DOE -PM-20 Click here to learn about types of reviews EIR/IPR/PPR/ICE/ICR At DOE, the ICR, ICE, and EIR are reviews conducted by DOE-PM on projects over $100 million in estimated total project cost in conjunction with a critical decision (CD) or as requested by the Project Management PM EVM Roadside Assists Executive (PME). An ICR is an independent evaluation of a project's cost estimate that examines its quality and accuracy, with an emphasis on specific cost, schedule and technical risks. It involves analysis of the Project Controls existing estimate's approach and assumptions. An ICE builds an external cost estimate based on the same Fellowship Program detailed technical and procurement information utilized by the project team, and is reconciled with the project team’s estimate to improve the overall quality of the project cost estimate. For projects with a TPC Questions of the Month greater than $100M, the EIR is performed by personnel from DOE-PM, augmented by subject matter experts as appropriate, to support validation of the performance baseline (PB) at CD-2 and Construction/Execution Readiness at CD-3. In addition, EIRs are conducted for baseline change proposals PMCDP FY 17 Training Strategy which change cost, schedule, or scope for a project beyond the approved PB. The EIR evaluates the executability and constructability of a project while the ICE or ICR focus on the quality of the estimates in Upcoming Training terms of scope, cost, and schedule. An EIR goes beyond cost, schedule and risk to include, management, acquisition, environmental, health, safety, quality assurance, project execution, safeguards, security, commissioning, and transition to operations plans to provide confidence that the project can be executed within cost and schedule and meet scope commitments that will ultimately fulfil the mission need. Other reviews generally serve a specific purpose and are more in depth in one or more areas than an EIR, IPR, or PPR. For example, an EIR covers many technical and management areas, while a TIPR takes a much deeper look at the technology readiness of a project, and an ORR focuses on the startup or restart of a Procedural Change for facility, activity, or operation. Submitting FPD Packages All of the reviews discussed are intended to provide decision makers with additional information and perspective to make better informed decisions at each critical decision or project milestone. These reviews Recently Certified! assist the FPD and IPT in improving project planning and estimating as well as provide confidence to all stakeholders that the best decisions are being made and costly rework or project delays will be kept at a Past Newsletter Editions minimum. Continued on next page… Questions/Comments? DOE Project Management News │ August 2016 Home Director’s Corner EIR/IPR/PPR/ICE/ICR: What is the Focus? How are They Related? Matthew Z. West, DOE -PM-20 Click here to learn about types of reviews X EIR/IPR/PPR/ICE/ICR Types of Reviews At DOE, the ICR, ICE, and EIR are reviews conducted by DOE-PM on projects over $100 million in estimated total project costThe Departmentin conjunction of withEnergy a critical Order decision413.3B, (CD)Program or as and requested Project Managementby the Project forManagement PM EVM Roadside Assists the Acquisition of Capital Assets, Change 2 dated May 12, 2016 lists all reviews Executive (PME). An ICR is an independent evaluation of a project's cost estimate that examines its quality required by critical decision or periodicity, based on estimated total project cost. It and accuracy,also with identifies an emphasis the responsible on specific partiescost, schedule for organizing and technical and carrying risks. It out involves each review analysis. of the Project Controls existing estimate's approach and assumptions. An ICE builds an external cost estimate based on the same Fellowship Program detailed technical• ICR and - Independent procurement Cost information
Recommended publications
  • Planning for Organization Development in Operations Control Centers
    Federal Aviation Administration DOT/FAA/AM-12/6 Office of Aerospace Medicine Washington, DC 20591 Planning for Organization Development in Operations Control Centers Linda G. Pierce Clara A. Williams Cristina L. Byrne Darendia McCauley Civil Aerospace Medical Institute Federal Aviation Administration Oklahoma City, OK 73125 June 2012 Final Report OK-12-0025-JAH NOTICE This document is disseminated under the sponsorship of the U.S. Department of Transportation in the interest of information exchange. The United States Government assumes no liability for the contents thereof. ___________ This publication and all Office of Aerospace Medicine technical reports are available in full-text from the Civil Aerospace Medical Institute’s publications Web site: www.faa.gov/library/reports/medical/oamtechreports Technical Report Documentation Page 1. Report No. 2. Government Accession No. 3. Recipient's Catalog No. DOT/FAA/AM-12/6 4. Title and Subtitle 5. Report Date Planning for Organization Development in Operations Control Centers June 2012 6. Performing Organization Code 7. Author(s) 8. Performing Organization Report No. Pierce LG, Williams CA, Byrne CL, McCauley D 9. Performing Organization Name and Address 10. Work Unit No. (TRAIS) FAA Civil Aerospace Medical Institute P.O. Box 25082 11. Contract or Grant No. Oklahoma City, OK 73125 12. Sponsoring Agency name and Address 13. Type of Report and Period Covered Office of Aerospace Medicine Federal Aviation Administration 800 Independence Ave., S.W. Washington, DC 20591 14. Sponsoring Agency Code 15. Supplemental Notes Work was accomplished under approved task AM-B-11-HRR-523 16. Abstract The first step in a proposed program of organization development (OD) was to assess organizational processes within the Technical Operations Services (TechOps) Operations Control Centers (OCCs).
    [Show full text]
  • Performance Management at R&D Organizations
    MTR090189 MITRE TECHNICAL REPORT Performance Management at R&D Organizations Practices and Metrics from Case Examples Carolyn Kahn Sheila McGourty In support of: • FY 2009 Sponsor Performance Management Investigations (POCs: K. Buck and M. Steinbach) • FY 2009 CEM Stakeholder-Driven Performance Management MOIE (POCs: L. Oakley-Bogdewic and K. Buck) April 2009 This page intentionally left blank. MTR090189 MITRE TECHNICAL REPORT Performance Management at R&D Organizations Practices and Metrics from Case Examples Dept. No.: E520 Carolyn Kahn Project No.: 1909M140-AA Sheila McGourty The views, opinions and/or findings contained in this report are those of The In support of: MITRE Corporation and should not be construed as an official government position, • FY 2009 Sponsor Performance Management policy, or decision, unless designated by Investigations (POCs: K. Buck and M. Steinbach) other documentation. • FY 2009 CEM Stakeholder-Driven Performance Approved for public release; Management MOIE (POCs: L. Oakley-Bogdewic and distribution unlimited. K. Buck) Case #09-2188 ©2009 The MITRE Corporation. April 2009 All Rights Reserved. 3 Abstract Performance management supports and enables achievement of an organization and/or program's strategic objectives. It connects activities to stakeholder and mission needs. Effective performance management focuses an organization or program to achieve optimal value from the resources that are allocated to achieving its objectives. It can be used to communicate management efficiencies and to show transparency of goal alignment and resource targeting, output effectiveness, and overall value of agency outcomes or progress toward those outcomes. This paper investigates performance management from the perspective of research and development (R&D) organizations and programs.
    [Show full text]
  • The Implications of the Organizational Development and Change Supply Chain for ODC As an Academic Discipline
    University of Pennsylvania ScholarlyCommons Building ODC as an Academic Discipline (2006) Organizational Dynamics Conferences May 2006 The Implications of the Organizational Development and Change Supply Chain for ODC as an Academic Discipline Martin F. Stankard University of Pennsylvania, [email protected] Follow this and additional works at: https://repository.upenn.edu/od_conf_2006 Stankard, Martin F., "The Implications of the Organizational Development and Change Supply Chain for ODC as an Academic Discipline" (2006). Building ODC as an Academic Discipline (2006). 11. https://repository.upenn.edu/od_conf_2006/11 Academy of Management, Organization Development and Change Division, "Building ODC as an Academic Discipline," 7-8 April 2006. This paper is posted at ScholarlyCommons. https://repository.upenn.edu/od_conf_2006/11 For more information, please contact [email protected]. The Implications of the Organizational Development and Change Supply Chain for ODC as an Academic Discipline Comments Academy of Management, Organization Development and Change Division, "Building ODC as an Academic Discipline," 7-8 April 2006. This working paper is available at ScholarlyCommons: https://repository.upenn.edu/od_conf_2006/11 WORKING PAPER MFS-003 DATE: June 23, 2006 PAGE: 1 Implications of a “Supply Chain for ODC as an Academic Discipline The Conference on Organizational Development and Change (ODC) As An Academic Discipline, April 7- 8 2006 International House, University of Pennsylvania Philadelphia, PA By Martin F. Stankard, Affiliated Faculty Center for Organizational Dynamics, School of Arts and Sciences, University of Pennsylvania, Philadelphia, PA [email protected] ABSTRACT This article presents and expands upon the idea of an “ODC Supply Chain” which Dominck Volini of Right Management Consultants and the University of Pennsylvania presented during an Organizational Development and Change Management (ODC) Conference break out session.
    [Show full text]
  • Organizational Change and Development Chapter 12
    Organizational Change and Development Chapter 12 ORGANIZATIONAL CHANGE AND DEVELOPMENT Introduction Change is a constant, a thread woven into the fabric of our personal and professional lives. Change occurs within our world and beyond -- in national and international events, in the physical environment, in the way organizations are structured and conduct their business, in political and socioeconomic problems and solutions, and in societal norms and values. As the world becomes more complex and increasingly interrelated, changes seemingly far away affect us. Thus, change may sometimes appear to occur frequently and randomly. We are slowly becoming aware of how connected we are to one another and to our world. Organizations must also be cognizant of their holistic nature and of the ways their members affect one another. The incredible amount of change has forced individuals and organizations to see “the big picture” and to be aware of how events affect them and vice versa. Organizational development (OD) is a field of study that addresses change and how it affects organizations and the individuals within those organizations. Effective organizational development can assist organizations and individuals to cope with change. Strategies can be developed to introduce planned change, such as team-building efforts, to improve organizational functioning. While change is a “given,” there are a number of ways to deal with change -- some useful, some not. Organizational development assists organizations in coping with the turbulent environment, both internally and externally, frequently doing so by introducing planned change efforts. Organizational development is a relatively new area of interest for business and the professions. While the professional development of individuals has been accepted and fostered by a number of organizations for some time, there is still ambiguity surrounding the term organizational development.
    [Show full text]
  • The Impact of Organizational Culture on Customer Service Effectiveness
    sustainability Article The Impact of Organizational Culture on Customer Service Effectiveness from a Sustainability Perspective 1,2, 1 1 Daniel Metz * , Liviu Ilies, and Răzvan Liviu Nistor 1 Faculty of Economics and Business Administration, Babes-Bolyai University, 400591 Cluj-Napoca, Romania; [email protected] (L.I.); [email protected] (R.L.N.) 2 NTT DATA Romania, 400158 Cluj-Napoca, Romania * Correspondence: [email protected] Received: 23 June 2020; Accepted: 28 July 2020; Published: 3 August 2020 Abstract: The conducted study focused on a multinational ITC (Information Technology and Communications) company. Empirical research aimed to evaluate organizational culture based on Denison’s model through four features: capacity development, basic values, customer orientation, and goals and objectives. At the same time, the study analyzed service provided to customers, taking into account its three phases: pre-transaction, transaction, and post-transaction. As research methods, we used a questionnaire-based survey and direct observation. The results of the study demonstrate that the company has a strong culture based on an adequate core value system (shared by company members), innovative and effective human capital management practices, and customer orientation. All characteristics ensure the integration of sustainability principles into strategies, policies, and management practices of the company. At the same time, the authors develop a design and analysis model of the impact of organizational culture features on customer service effectiveness, highlighting that the four organizational culture features are good predictors for improving customer service effectiveness, which promotes an ethical business model and sustainable pursuit of economic, social and environmental performance.
    [Show full text]
  • Organization Development 101
    Organization Development 101 Two-Hour Presentation From Minnesota Organization Development Network (MNODN) Authenticity Consulting, LLC (763-971-8890); all rights reserved Introduction – Goals of Seminar n Provide brief, basic overview of organization development (“OD”) as profession n Discuss brief, basic overview of general organizational change process n Mention major established models and movements for change n Present numerous additional resources to learn more Authenticity Consulting, LLC (763-971-8890); all rights reserved Introduction – Nature of Session n Challenge to combine info about OD profession and organizational change in 2-hour seminar n Do upfront, 1-hour quick lecture/presentation to breeze through “foundation” info to establish “territory” of OD n Then enhance learning through discussion, questions and answers among attendees n Later enhance learning by reviewing – and applying – additionally suggested resources n Info is in OD Library at www.mnodn.org Authenticity Consulting, LLC (763-971-8890); all rights reserved Defining OD – Ways to Talk About OD n 3 levels can talk about OD n Philosophy/paradigm/values n Theories/models n Tools and techniques n This presentation includes all levels and also OD as a profession Authenticity Consulting, LLC (763-971-8890); all rights reserved Defining OD – Traditional Definition of Process n “Organization Development is an effort planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's 'processes,' using behavioral-science knowledge.” – Beckhard, “Organization development: Strategies and Models”, Reading, MA: Addison-Wesley, 1969, p. 9. n New definitions are evolving Authenticity Consulting, LLC (763-971-8890); all rights reserved Defining OD – A New Definition n “Organization Development ..
    [Show full text]
  • 24 Organization Development
    415 24 Organization Development Key concepts and terms • Action research • Integrated strategic change • Group dynamics • Neuro-linguistic programming (NLP) • Intervention • Organizational transformation • Organization development (OD) • Sensitivity training laboratories • Process consulting (T-groups) • Survey feedback • Transactional analysis • Behaviour modifi cation Learning outcomes On completing this chapter you should be able to defi ne these key concepts. You should also know about: • Features of organization • The assumptions and values of development programmes organization development • Organization development activities 416 Organization Design and Development Introduction Organization development (OD) is about taking systematic steps to improve organizational capability. It is concerned with process – how things get done. In this chapter, organization development is defi ned, organization development strategies are examined, consideration is given to the assumptions and values of OD, and OD activities are described. Processes associ- ated with OD for managing change and organizational transformation are dealt with in Chapter 25. Organization development defi ned Organization development is defi ned by Cummins and Worley (2005) as: ‘The system-wide application and transfer of behavioural science knowledge to the planned development, improvement and refi nement of the strategies, structures and processes that lead to organiza- tional effectiveness’. Organization development defi ned, French and Bell (1990) A planned systematic process in which applied behavioural science principles and practices are introduced into an ongoing organization towards the goals of effecting organizational improvement, greater organizational competence, and greater organizational effectiveness. The focus is on organizations and their improvement or, to put it another way, total systems change. The orientation is on action – achieving desired results as a result of planned activities.
    [Show full text]
  • Supply Chain Involvement in an Engagement: Verification of Marketing and Operational Collaboration
    SUPPLY CHAIN INVOLVEMENT IN AN ENGAGEMENT: VERIFICATION OF MARKETING AND OPERATIONAL COLLABORATION Sumitro Sarkum1, BA. Pramuka2, A.Suroso3, S. Suliyanto4, S. Sutarmin5 1 Doctoral Graduate Programme in Management Science, Economics and Business Faculty, Jenderal Soedirman University and Amik-Labuhan Batu, Rantauprapat-Indonesia 21421. email:[email protected] 2,3,4 Deparment of Economic and Business Faculty, Jenderal Soedirman University, Karangwangkal, Purwokerto-Indonesia 53123. 5 Deparment of Economic and Business Faculty, Peradaban University, Paguyangan, Brebes- Indonesia Abstract The ability of firm's market knowledge in relationships with employee engagement and customer engagement becomes crucial in a marketing strategy. However, the role of marketing function to achieve competitive advantage is still a question of improving business performance. Empirically, there is a need to explore marketing and operational capabilities by involving the supply chain in marketing strategies. Through the views of Dynamic Capability (DC) and service logic, we combine it in a conceptual model that produces several hypotheses. A total of 250 MSME (Micro Small and Medium Enterprises) are involved to answer the questionnaire. Respondents' perceptions reveal that the supply chain has essentially opened itself into an engagement for mutual value creation and sustainability. Our findings also reveal that supply chain engagement can improve business performance and positively mediate employee engagement, but it is unable to mediate customer engagement. In contrast, supply chain engagement is insignificant when market knowledge, customer engagement and employee engagement are directly linked to business performance. In addition, our findings also resulted in an insight for management in optimizing the firm's ability to perform its marketing functions.
    [Show full text]
  • Farmer Organization Development Strategy (Fods)
    GOVERNMENT OF MALAWI MINISTRY OF AGRICULTURE FARMER ORGANIZATION DEVELOPMENT STRATEGY (FODS) 2020 - 2025 2020 - 2025 GOVERNMENT OF MALAWI MINISTRY OF AGRICULTURE FARMER ORGANIZATION DEVELOPMENT STRATEGY (FODS) 2020 - 2025 December, 2020 Department of Agriculture Extension Services Ministry of Agriculture P.O. Box 30145 Lilongwe, MALAWI Ministry of Agriculture | v TABLE OF CONTENTS FOREWORD ........................................................................................................................... vii PREFACE .............................................................................................................................. ix ACKNOWLEDGEMENTS ......................................................................................................... xi LIST OF ACRONYMS/ABBREVIATIONS .................................................................................. xiii GLOSSARY OF TERMS ........................................................................................................... xv 1.0 INTRODUCTION .......................................................................................................... 1 1.1 Background ............................................................................................................... 1 1.2 History of the Farmer Organization Movement in Malawi ............................................ 1 1.3 Rationale for Developing the FODS ............................................................................ 3 1.4 Process of Developing the FODS ...............................................................................
    [Show full text]
  • ORGANIZATION DEVELOPMENT FUNDAMENTALS Managing Strategic Change
    ORGANIZATION DEVELOPMENT FUNDAMENTALS Managing Strategic Change William J. Rothwell, Editor William J. Rothwell, Editor Cavil S. Anderson Cynthia M. Corn Catherine Haynes Cho Hyun Park Aileen G. Zaballero © 2015 ASTD DBA Association for Talent Development (ATD). All rights reserved. Printed in the United States of America. 18 17 16 15 1 2 3 4 5 No part of this publication may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the publisher, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law. For permission requests, please go to www.copyright.com, or contact Copyright Clearance Center (CCC), 222 Rosewood Drive, Danvers, MA 01923 (telephone: 978.750.8400; fax: 978.646.8600). ATD Press is an internationally renowned source of insightful and practical information on workplace learning, training, and professional development. ATD Press 1640 King Street Alexandria, VA 22314 Ordering information: Books published by ATD Press can be purchased by visiting ATD’s website at td.org/books or by calling 800.628.2783 or 703.683.8100. Library of Congress Control Number: 2014952064 ISBN-10: 1-56286-911-6 ISBN-13: 978-1-56286-911-3 e-ISBN: 978-1-60728-502-1 ATD Press Editorial Staff Director: Kristine Luecker Manager: Christian Green Community of Practice Manager, Human Capital: Ann Parker Associate Editor: Melissa Jones Cover Design: Marisa Kelly Text Design: Kristie Carter-George and Marisa Kelly Printed by Data Reproductions Corporation, Auburn Hills, MI www.datarepro.com Contents Acknowledgments ..............................................................................v Preface ..............................................................................................
    [Show full text]
  • Project Management Roles & Responsibilities
    The Center for Business Practices is the research and publishing arm of PM Solutions. For more information, visit www. cbponline.com. the center for business practices ® Project Management Roles & Responsibilities SECOND EDITION J. Kent Crawford Jeannette Cabanis-Brewin Deborah Bigelow Crawford James S. Pennypacker Project Management Roles & Responsibilities Project Management Roles & Responsibilities SECOND EDITION J. Kent Crawford Jeannette Cabanis-Brewin Deborah Bigelow Crawford James S. Pennypacker Center for Business Practices PROJECT MANAGEMENT ROLES & RESPONSIBILITIES ISBN: 978-1-929576-26-5 Headquarters Center for Business Practices 1788 Wilmington Pike Glen Mills, Pennsylvania 19342 USA tel: 484.450.0100 World Wide Web www.cbponline.com The publisher offers discounts on this book when ordered in bulk quantities. For more information, write to Special Sales/Professional Marketing at the headquarters address above. PMBOK® is a trademark and PMP® is a certifi cation mark of the Project Man- agement Institute, Inc. which are registered in the United States of America and other nations. Copyright © 2008 by Center for Business Practices. All Rights Reserved. Neither this book nor any part may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying, microfi lming, and recording, or by any information storage and retrieval system, without permission in writing from the publisher. Current printing (last digit): 10 9 8 7 6 5 4 3 2 1 PRINTED IN THE UNITED STATES OF AMERICA 4 Contents Project
    [Show full text]
  • Organization Development Principles, Processes, Performance by Gary N
    an excerpt from Organization Development Principles, Processes, Performance by Gary N. McLean Published by Berrett-Koehler Publishers McLean01.qxd 10/10/05 5:03 PM Page 1 1 What Is Organization Development? CHAPTER OUTLINE Definitions of an Organization Defining OD Who Is an OD Professional? Models for Doing OD Roots and History of OD When and Why Should an Organization Use OD? A Values-Based Field Chapter Summary Questions for Discussion or Self-Reflection 1 McLean01.qxd 10/10/05 5:03 PM Page 2 2 OVERVIEW This chapter presents the definitional issues, the business case for OD, two primary models with their strengths and weaknesses (action research, appreciative inquiry), and the importance of organiza- tional context. It also contains the historical roots of the field, as well as its values and principles. Concepts of organizational culture and change management are also explored briefly. elcome to the world of organization development (OD)! Every Wreader of this book comes with multiple experiences in organiza- tions—from your family to your schools; churches, synagogues, tem- ples, and mosques; workplaces; charitable organizations; government agencies; sports teams; social clubs; labor unions; and so on. Some of these experiences have probably been positive, while some have proba- bly been negative. That’s the nature of the world in which we live. In this book, you will learn some of the approaches that professionals in the field of OD use to turn negative experiences into positive ones, and how good OD practice that relies on solid OD theory can help organi- zations to be more productive, more satisfying, and more effective and efficient.
    [Show full text]