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|a 961656414
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|a 658.406
|2 23
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|a UAMI
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| 245 |
0 |
0 |
|a Rethink :
|b growth and learning through coaching and organisational development /
|c edited by Natalie Cunningham.
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| 260 |
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|a Randburg :
|b Knowres Publishing,
|c 2014.
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| 300 |
|
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|a 1 online resource
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| 336 |
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|a text
|b txt
|2 rdacontent
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| 337 |
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|a computer
|b c
|2 rdamedia
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| 338 |
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|a online resource
|b cr
|2 rdacarrier
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| 588 |
0 |
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|a Online resource; title from PDF title page (EBSCO, viewed November 22, 2016).
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| 504 |
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|a Includes bibliographical references and index.
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| 546 |
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|a English.
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| 505 |
0 |
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|a Cover; Copyright Page; TABLE OF CONTENTS; ACKNOWLEDGEMENTS; ABOUT THE EDITOR; ABOUT THE CONTRIBUTORS; INTRODUCTION TO RETHINK; REFERENCES; CHAPTER 1: A COMPLEXITY APPROACH TO ORGANISATIONAL DEVELOPMENT by Lisa Kimball & Louise van Rhyn; INTRODUCTION; THE COMPLEXITY LENS CHANGES OUR UNDERSTANDING OF WHAT AN ORGANISATION IS AND, THEREFORE, HOW IT CHANGES AND DEVELOPS; THE COMPLEXITY LENS PROVIDES A NEW WAY TO DISTINGUISH BETWEEN ORGANISATIONAL CHALLENGES; THE COMPLEXITY LENS SUGGESTS THAT SMALL CHANGES OR INTERVENTIONS CAN GENERATE BIG EFFECTS.
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| 505 |
8 |
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|a THE COMPLEXITY LENS IDENTIFIES THE EDGE OF CHAOS AS THE POINT WHERE SYSTEMS ARE MOST ADAPTABLE AND CREATIVETHE COMPLEXITY LENS SHOWS HOW A SMALL SET OF SIMPLE RULES CONTRIBUTES TO PURPOSEFUL, COMPLEX, AND DYNAMIC BEHAVIOUR; THE COMPLEXITY LENS SUGGESTS SOME KEY PRINCIPLES FOR ENTERING AND WORKING WITH AN ORGANISATION; THE COMPLEXITY LENS IMPACTS ON OUR UNDERSTANDING OF ORGANISATIONAL CULTURE; THE COMPLEXITY LENS CHANGES WHAT WE PAY ATTENTION TO AND HOW WE PRACTISE; CONCLUSION; References; CHAPTER 2 NARRATIVE APPROACHES TO COACHING by Eileen Thayser; INTRODUCTION; CHAPTER OUTLINE.
|
| 505 |
8 |
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|a GENESIS OF NARRATIVE APPROACHESNARRATIVE APPROACHES TO COACHING; NARRATIVE PRINCIPLES AND PRACTICES: AN ATTEMPT AT AN INTEGRATION OF PRACTICES; WHAT ARE THE POTENTIAL DOWNSIDES OF NARRATIVE COACHING?; CONCLUSION; ENDNOTES; REFERENCES; CHAPTER 3 THE GESTALT APPROACH TO ORGANISATIONAL DEVELOPMENT AND CHANGE by Chantelle Wyley; INTRODUCTION; THE BACKGROUND AND HISTORY OF GESTALT ORGANISATION DEVELOPMENT (OD)4; THE PHILOSOPHICAL UNDERPINNINGS OF GESTALT OD; GESTALT OD MODELS AND TECHNIQUES: THE "SCIENCE" OF GESTALT; THE CHARACTERISTICS OF GESTALT OD: THE "ART" OF GESTALT; CONCLUSION.
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| 505 |
8 |
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|a CHAPTER 5 SOCIAL COGNITIVE NEUROSCIENCE AND ITS RELEVANCE TO ORGANISATIONAL PRACTICES by Natalie CunninghamINTRODUCTION: IMPORTANCE OF NEUROSCIENCE WITH REGARD TO ORGANISATIONAL SUSTAINABILITY; THE HISTORY OF NEUROSCIENCE; PHILOSOPHICAL UNDERPINNINGS OF NEUROSCIENCE; UNDERSTANDING THE THEORETICAL CONCEPTS IN NEUROSCIENCE; PRACTICAL IMPLICATIONS OF THIS THEORY FOR ORGANISATIONS AND LEADERS; DISPELLING OF NEUROMYTHS; CONCLUSION; REFERENCES AND ENDNOTES; CHAPTER 6 A GROUP COACHING APPROACH TO LEARNING AND DEVELOPMENT by Alison Reid; INTRODUCTION.
|
| 590 |
|
|
|a eBooks on EBSCOhost
|b EBSCO eBook Subscription Academic Collection - Worldwide
|
| 590 |
|
|
|a ProQuest Ebook Central
|b Ebook Central Academic Complete
|
| 650 |
|
0 |
|a Organizational change.
|
| 650 |
|
0 |
|a Organizational effectiveness.
|
| 650 |
|
0 |
|a Mentoring in business.
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| 650 |
|
6 |
|a Changement organisationnel.
|
| 650 |
|
6 |
|a Efficacité organisationnelle.
|
| 650 |
|
6 |
|a Mentorat dans les affaires.
|
| 650 |
|
7 |
|a BUSINESS & ECONOMICS
|x Industrial Management.
|2 bisacsh
|
| 650 |
|
7 |
|a BUSINESS & ECONOMICS
|x Management.
|2 bisacsh
|
| 650 |
|
7 |
|a BUSINESS & ECONOMICS
|x Management Science.
|2 bisacsh
|
| 650 |
|
7 |
|a BUSINESS & ECONOMICS
|x Organizational Behavior.
|2 bisacsh
|
| 650 |
|
7 |
|a Mentoring in business
|2 fast
|
| 650 |
|
7 |
|a Organizational change
|2 fast
|
| 650 |
|
7 |
|a Organizational effectiveness
|2 fast
|
| 700 |
1 |
|
|a Cunningham, Natalie,
|e editor.
|
| 758 |
|
|
|i has work:
|a Rethink (Text)
|1 https://id.oclc.org/worldcat/entity/E39PCGR4QJYyMGbvKcjqBjKMvb
|4 https://id.oclc.org/worldcat/ontology/hasWork
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