The Healthy Organization —— A Revolutionary Approach to People & Management

----- 健康的组织：人与管理的革命性方法

ISBN: 9780749442521 出版年：2005 页码：305 Dive, Brian Kogan Page

Chapter 1 The healthy organization: What is meant by organization? What is a healthy organization? What is a flat organization? Why are organizations unhealthy? Accountability is the key Decision-making accountability How flat is too flat? The formula for a healthy organization - 'work levels - 1' Shortcomings of re-engineering The causes of unhealthy organizations Can an organization be too flat? Too flat or too tall - the same consequences Outline of the book The vision of a healthy organization. Chapter 2 The empirical evidence: The drivers of business success Early developments Implementation at Unilever and Tesco Field 'stress tests' The diversity of the evidence Conclusion. Chapter 3 The decision-making accountability model: Link to business strategy Decision-making accountability The DMA model - a blueprint for the leadership and development of people Understanding the DMA model Line and support jobs Work levels and processes The DMA model and your organization Summary review. Chapter 4 How to develop a healthy organization: Flexible model Pilot probes at Unilever and Tesco Operational accountability (work levels 1-3) Strategic accountability (work levels 4-6) Accountability for governance (work levels 7 and 8) Chapter review. Chapter 5 How to stimulate genuine empowerment and innovation: The empowerment illness Span of control What is the cure? What then is empowerment? Innovation and organizational schizophrenia Levels of scientific work Conclusion. Chapter 6 Broadbanding: fool's gold Why broadband? Broadbanding of what? Shortcomings of broadbanding money Critique of reasons for broadbanding Broadbanding of responsibility Summary. Chapter 7 The salmon fallacy: The salmon fallacy Sub-optimal talent development Contribution of DMA to leadership development Linking DMA and competencies Development Rubicons The leadership log Summary. Chapter 8 Tracking the salmon: Identifying talent Tracking Evidence for career tracks Other critical determinants of tracking DMA and the level playing field Developmental experiences Angling for healthy salmon Summary. Chapter 9 Mobilizing change: Resistance to change Commitment at the top The HR function Consultation with line management The communication model Types of organizational change Communication materials Training Lessons learnt Evaluation Summary. Chapter 10 The future.com: The challenge of tomorrow The growth imperative Accountability for growth The impact of the Internet Between a rock and a hard place A jobless world The organization of projects Projects and the DMA model The role of technology Capitalism's lack of accountability Time in accountability level - a new approach DMA, the individual and social capital. In summary.