Organizational Development and Change
The Organizational Development and Change page contains models, resources, and best practices for organizational change. As we develop our capacity to serve a diverse society, we must also evolve our Extension system to one which will nurture and sustain our efforts to be effective in honoring the differences among us.
Preventing violence against women and girls.pdf Abstract: Men’s violence against women and girls is a blunt expression of the pervasive gender inequalities that characterize countries across the globe. Men’s violence against women both expresses and maintains men’s power over women. Indeed, rape, domestic violence and other forms of violence have been seen as paradigmatic expressions of the operation of male power over women (Miller and Biele 1993, p. 53). Whether in workplaces or elsewhere, efforts to build gender equality must reckon with men’s violence against women.
A meta-analytic evaluation of diversity training outcomes.pdf This meta-analysis used theory and research on diversity, attitudes, and training to
examine potential differential effects on affective-based, cognitive-based, and skill-based outcomes.
Organizational Performance Consequences of Age Diversity.pdf Take a look at the effects of Diversity-Friendly HR policies and top managers’ negative age stereotypes.
Organizational Climate and Culture Review.pdf Here is a review outlining organizational climate and culture theory
- The Path from Exclusive Club to Inclusive Organization: A Developmental Process Learn how you can move your organization from being monocultural, to one that is inclusive of all people: The Path from Exclusive Club.pdf
Navigating Difference: Development and Implementation of a Successful Cultural Competency Training for Extension and Outreach Professionals Learn how the Washington State University Extension addresses quality standards for successful implementation of diversity training models here: Navigating Difference.pdf
We all know that working in teams is beneficial to achieving performance goals. However, diverse teams can also bring its own unique challenges. For more information on how to develop efficient and effective teams, please see the attached article:
Diversity Not Just a Human Resources Function Anymore
Making Excellence Inclusive is designed to help colleges and universities fully integrate their diversity and educational quality efforts and embed them into the core of academic mission and institutional functioning. Through this initiative, the Association of American Colleges and Universities re-envisions diversity and inclusion as a multi-layered process through which we achieve excellence in learning; research and teaching; student development; institutional functioning; local and global community engagement; workforce development; and more. http://www.aacu.org/inclusive_excellence/index.cfm
- Source: Susan Rankin, Principal & Senior Research Associate, Rankin & Associates, Consulting. Conducting a climate assessment is one of the first steps toward creating an effective multicultural organization.
- Assessing Organizational Climate – Part I (pdf)
- PowerPoint Presentation given by Susan Rankin at CASD/CASE 2005 National Diversity Conference
- Equity and Social Justice Diversity LinksOrganizational Development and Change by Claude Faucheux, Gilles Amado and Andre Laurent, 1982. http://www.annualreviews.org/doi/pdf/10.1146/annurev.ps.33.020182.002015
The Management of Innovation by Tom E. Burns and G. M. Salker, 1961
Exploring…research, paradigms and best practices, challenges and opportunities connections between organizational change and reaching diverse audiences
Organizational Change Section Editor:
University of Wisconsin-Madison