Organisational change & development : an African perspective / by Dr. Rica Viljoen ; cover design, Marlene de Villiers ; contributors, Dr. Loraine I. Laubscher [and three others].

Includes bibliographical references and index.

Online resource; title from PDF title page (ebrary, viewed August 7, 2015).

Organisational Change & Development (OCD) is designed to capture leading-edge thinking about OCD in organisations as it merges with traditional African wisdom. It manifests in issues that differ from organisational effectiveness efforts to a highly individualised craft of catalyst practitioner. In an attempt to provide a solid conceptualisation of the field of study, a framework of inclusivity that can be followed, case studies and OCD methodologies, this book strives to combine some of the practices into reality. The book concludes with a chapter that studies international trends in organisational change and development. The assumptions of the evolving field of consulting psychology are incorporated. The multi-cultural nature of the new world of work and the increasingly diverse settings of organisations of the future ask for higher levels of complexity handling ability, systems thinking ability and the ability to be authentic. Content includes:- Organisational change and development in the new world of work- Organisational change and development methodologies- Change models and approaches- Human reactions to change- Alternative organisational change and development interventions and modalities- Value circles as a way of creating inclusivity in emerging economies- Measuring the effectiveness of organisational change and development - Building strategic architecture - Creating radical organisational transformation through translation of strategy- Organisational change and development in the next decade.

Cover; Title Page; Copyright Page; Endorsements; Dedication; Acknowledgements; Foreword; Table of contents; List of figures; List of tables; About the editor; About the contributors; Glossary; About this book; Chapter 1: General orientation; 1.1 Introduction; 1.2 Background; 1.3 The field of organisational change and development; 1.4 Delimitation; 1.5 A typical OCD process; 1.6 Ontological assumptions and conceptual framework; 1.7 How the book is presented; 1.8 Chapter Layout; PART 1: GROUNDING IN THEORY; Chapter 2: Inclusivity -- An integral approach; 2.1 Introduction

2.2 The concept of Inclusivity2.3 Inclusivity and engagement; 2.4 Learning and adapting through a culture of inclusivity; 2.5 Integral inclusivity framework; The bottom part of the inclusivity framework; The middle section of the inclusivity framework; The top part of the framework; 2.6 Conclusion; Chapter 3: Organisational transformational models; 3.1 Introduction; 3.2 Change approaches, models and frameworks; 3.3 Systemic models of change; Models that address the concept of organisational change; 3.4 Change-process models; Change agents; Change is a journey; 3.5 Conclusion

Chapter 4: Human reactions to change4.1 Introduction; 4.2 Different theoretical approaches to human reactions to change; 4.3 The implications of the human reaction to change on change initiatives; 4.4 A positive reaction to change; 4.5 Overcoming resistance to change; Untitled; PART 2: EMERGING DIVERSITY OF THOUGHT; Chapter 5: Human niches -- seeing in colours; SECTION 1: The first tier -- worldviews of subsistence; 5.1 Introduction; 5.2 How spiral dynamics manifest in society; 5.4 Human niches; 5.5 Underlying assumptions to spiral dynamics; 5.6 Human niches, personality and intelligences

5.7 Metaphor: The Game of Life5.8 Spiral dynamics and motivational theory; 5.9 The different human niches; BEIGE; PURPLE; RED; BLUE; ORANGE; 5.10 CONCLUSION; Chapter 6: Human niches -- seeing in colours; SECTION 2: The second tier -- worldviews of being; 6.1 Introduction; GREEN; YELLOW; TURQUOISE; 6.2 Shadow niches; 6.3 Spiral and integral theory; 6.4 Designing from yellow; 6.5 Conclusion; PART 3: NAVIGATING OCD -- APPLIED; Chapter 7: Inclusive OCD methodologies; 7.1 Introduction; 7.2 Appreciative inquiry (AI); 7.3 Dialoguing; 7.4 Storytelling; 7.5 World café; 7.6 Conclusion

Chapter 8: Alternative intervention modalities8.1 Introduction; 8.2 Emotional and bodily human reaction to change; 8.3 The purpose of alternative intervention modalities; 8.4 Alternative intervention modalities; MUSIC; MEDITATION; HOLOTROPICAL BREATHWORK; TRAUMA RELEASE EXERCISE -- TREMORING; CHANTING; JUGGLING; 8.5 The brain and alternative healing modalities at work; 8.6 Conclusion; Chapter 9: OCD interventions for inclusivity; 9.1 Introduction; 9.2 Experiential learning; 9.3 Industrial Theatre; 9.4 Action Learning; 9.5 Large-group interventions; 9.6 OCD interventions; 9.7 Conclusion

Chapter 10: Value circles -- people mandalas

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