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Managing change : manga for success /
"Chuji, a young business planner at a car company, is appointed as director to a troubled dealership. Chuji asks Nanako, who is an organization development specialist, how to directly communicate with his peers. He finds deep-rooted issues and how he misunderstood certain situations. Together,...
| Clasificación: | Libro Electrónico |
|---|---|
| Autor principal: | |
| Formato: | Electrónico eBook |
| Idioma: | Inglés Japonés |
| Publicado: |
Hoboken, New Jersey :
Wiley,
[2023]
|
| Temas: | |
| Acceso en línea: | Texto completo (Requiere registro previo con correo institucional) |
MARC
| LEADER | 00000cam a22000008i 4500 | ||
|---|---|---|---|
| 001 | OR_on1362869158 | ||
| 003 | OCoLC | ||
| 005 | 20231017213018.0 | ||
| 006 | m o d | ||
| 007 | cr ||||||||||| | ||
| 008 | 230119s2023 nju o 000 0 eng | ||
| 010 | |a 2022058864 | ||
| 040 | |a DLC |b eng |e rda |c DLC |d OCLCF |d YDX |d TOH |d ORMDA |d SFB |d OCLCO |d OKU | ||
| 020 | |a 9781394176236 |q (epub) | ||
| 020 | |a 1394176236 | ||
| 020 | |a 9781394176243 |q (adobe pdf) | ||
| 020 | |a 1394176244 | ||
| 020 | |z 9781394176229 |q (paperback) | ||
| 029 | 1 | |a AU@ |b 000073322160 | |
| 029 | 1 | |a AU@ |b 000074281681 | |
| 035 | |a (OCoLC)1362869158 | ||
| 037 | |a 9781394176229 |b O'Reilly Media | ||
| 041 | 1 | |a eng |h jpn | |
| 042 | |a pcc | ||
| 050 | 0 | 0 | |a HD58.8 |
| 082 | 0 | 0 | |a 658.4/06 |2 23/eng/20230119 |
| 049 | |a UAMI | ||
| 100 | 1 | |a Nakamura, Kazuhiko, |d 1964- |e author. | |
| 240 | 1 | 0 | |a Manga de yasashiku wakaru soshiki kaihatsu. |l English |
| 245 | 1 | 0 | |a Managing change : |b manga for success / |c author: Kazuhiko Nakamura ; artwork by Yoko Matsuo. |
| 263 | |a 2304 | ||
| 264 | 1 | |a Hoboken, New Jersey : |b Wiley, |c [2023] | |
| 300 | |a 1 online resource | ||
| 336 | |a text |b txt |2 rdacontent | ||
| 337 | |a computer |b c |2 rdamedia | ||
| 338 | |a online resource |b cr |2 rdacarrier | ||
| 500 | |a "Original Japanese edition published by JMA Management Center Inc."--Title page verso. | ||
| 520 | |a "Chuji, a young business planner at a car company, is appointed as director to a troubled dealership. Chuji asks Nanako, who is an organization development specialist, how to directly communicate with his peers. He finds deep-rooted issues and how he misunderstood certain situations. Together, the duo begin a series of discussions with peers, start changing some members' mindsets, and create a core change management team, which eventually leads to change the troubled dealership to a team-centric organization. Concepts and Theories: How employees adapt their attitude/mindset to difficult changes. Why some issues are not resolved easily and what to do. Key communication principles--Visibility, Communication, Visioning . Core team members can become internal change agents"-- |c Provided by publisher. | ||
| 588 | |a Description based on print version record and CIP data provided by publisher; resource not viewed. | ||
| 505 | 0 | |a Cover -- Title Page -- Copyright Page -- Contents -- Introduction -- Prologue: Problems Keep Happening Yet the Workplace Stays the Same -- Story 1: The Unchanging Workplace -- 1-1. The Human Side of Workplaces and Organizations -- The Hard and Soft Sides of an Organization -- Why Managing the Human Side Is Important -- 1-2. Technical Problems and Adaptive Challenges -- There Are Two Sides to a Problem -- Common Leader and Manager Mistakes -- 1-3. Adaptive Challenges and Organization Development -- Problems in the Human Side Include Adaptive Challenges -- Part 1: What Is Organization Development? -- Story 2: Meeting a Supporter of Organization Development -- 2-1. What Exactly Is Organization Development? -- Organization Development Is a "Label" -- Defining Organization Development -- 2-2. Steps in Organization Development -- How to Deal with Adaptive Challenges -- The Three Steps in Organization Development -- Organization Development Step 1: Seeing the Problem -- Organization Development Step 2: Serious Discussion -- Organization Development Step 3: Building a Future -- 2-3. What Exactly Is a Discussion? -- Discussion Means Two-way Communication Where Meaning Is Conveyed -- The Four Levels of Two-way Communication -- Level 1: Polite Conversation -- Level 2: Debate -- Level 3: Introspective Discussion -- Level 4: Productive Discussion -- Discussion Levels and the Three Steps of Organization Development -- Part 2: The Core Team as an Agent of Change -- Story 3: Building a Core Team -- 3-1. The Importance of Trying to See What You Don't See -- The Difficulty of Trying to Understand the Feelings of Someone Before You -- What Is Needed to See the Human Side? -- 3-2. The Core Team to Propel Change -- Propelling and Suppressing Change -- A Core Team to Increasingly Propel Change -- 3-3. Propelling Organization Development. | |
| 505 | 8 | |a Roles Needed Besides the Core Team -- Transformation Leader -- Organization Development Supporter -- Sponsor -- 3-4. Process Consultation-How Do Supporters Support Organization Development? -- The Three Styles of Support -- The Specialist Style: Teaching Solution Strategies and Giving Information -- Doctor-Patient Style: Diagnosis and Prescription -- Process Consultation Style: Participatory Support -- An Example of Process Consultation Support -- Building a Support Relationship as a Participant -- Part 3: From Individual Work to Cooperation -- Story 4: Toward Being Able to Teach Each Other -- 4-1. Moving from Individual Work to Cooperation -- Why Work Is Being Done Individually -- The Shortcomings of Individual Work -- From Individual to Cooperative Work -- 4-2. Expanding Organization Development -- Structured and Unstructured Organization Development -- Increasing the Power of the Core Team to Transform Itself -- 4-3. Dealing with Resistance to Change -- Resistance to Change Is Healthy -- Dealing with Negative Reactions -- Building Successful Experiences through Small Attempts -- Part 4: Changing the Individual Mindset -- Story 5: Outgrowing Focus on Individual Work and Achievements -- 5-1. Differences in Mindsets -- The Achievement Mindset Dominates Businesses -- Moving from the Achievement Mindset to the Organization Development Mindset -- 5-2. Discussion with People You're in Conflict with -- The Pattern in Connections That Don't Go Well -- Discussing and Building a Cooperative Relationship with People You're in Conflict with -- Using Appreciative Inquiry (AI) in Discussions -- Part 5: Deepening and Expansion throughout the Organization as a Whole -- Story 6: From Confrontation to Cooperation -- 6-1. Implementing Cooperation within a Group -- How Conflicts and Confrontation Are Born in a Group. | |
| 505 | 8 | |a The Mindset Needed in Building Cooperative Relationships within a Group -- 6-2. The Growth and Development of an Organization or Workplace -- What Is Self-organization? -- Deepening Organization Development and the Growth and Development of an Organization or Workplace -- Constant Discussion and Pursuit -- Epilogue: What Does It Mean for an Organization to Change? -- Afterword -- References -- EULA. | |
| 590 | |a O'Reilly |b O'Reilly Online Learning: Academic/Public Library Edition | ||
| 650 | 0 | |a Organizational change. | |
| 650 | 0 | |a Strategic planning. | |
| 650 | 0 | |a Success in business. | |
| 650 | 6 | |a Changement organisationnel. | |
| 650 | 6 | |a Planification stratégique. | |
| 650 | 6 | |a Succès dans les affaires. | |
| 650 | 7 | |a Organizational change |2 fast | |
| 650 | 7 | |a Strategic planning |2 fast | |
| 650 | 7 | |a Success in business |2 fast | |
| 700 | 1 | |a Matsuo, Yoko |c (Artist), |e artist. | |
| 776 | 0 | 8 | |i Print version: |a Nakamura, Kazuhiko, 1963- |t Managing change |d Hoboken, New Jersey : Wiley, [2023] |z 9781394176229 |w (DLC) 2022058863 |
| 856 | 4 | 0 | |u https://learning.oreilly.com/library/view/~/9781394176229/?ar |z Texto completo (Requiere registro previo con correo institucional) |
| 938 | |a YBP Library Services |b YANK |n 20142364 | ||
| 938 | |a YBP Library Services |b YANK |n 305274772 | ||
| 994 | |a 92 |b IZTAP | ||