Cases and Exercises in Organization Development & Change
Publication Year: 2012
This comprehensive collection of cases and exercises allows students to practice organization development (OD) skills at the same time as learning about theories of organizational change and human behavior. The first part of the book presents cases about the OD process, and the second part includes cases in organization-wide, team, and individual interventions. The final part provides practical exercises that make the course material come alive through realistic scenarios that organizational change practitioners regularly experience.
This book can be used as a stand-alone text or as an accompaniment to Donald L. Anderson's textbook Organization Development: The Process of Leading Organizational Change, Second Edition (ISBN 978-1-4129-8774-5).
- Front Matter
- Back Matter
Part I: Cases in the Organization Development Process
- Case 1: Contracting for Success: Scoping Large Organizational Change Efforts
- Case 2: The Discipline Dilemma in Rainbow High School
- Case 3: A Case of Wine: Assessing the Organizational Culture at Resolute Winery
- Case 4: Utilizing Exploratory Qualitative Data Collection in Small Organizations: Consulting for the Multicultural Community Connections
- Case 5: Identifying the Scope of Work at Dixie Weaving, Inc.
- Case 6: A Manufacturing Crisis in Bayrischer Silicon Products
- Case 7: The Ivory Tower Opens Up
- Case 8: Engineering Culture Change with Strategic Initiatives
- Case 9: Organization Culture—Diagnosis and Feedback
- Case 10: Engaging Broader Leaders in the Strategic Planning of Lincoln Women's Services
- Case 11: Resistance to Change: Technology Implementation in the Public Sector
- Case 12: Resistance to Change: Assessing Readiness for the Implementation of an Enterprise Resource Planning (ERP) System at MedDev, Inc.
- Case 13: Where Do We Begin? Selecting an Intervention at the Springfield County Office of Economic Development
- Case 14: To Change without Appearing to Change: Creating Stability in a Multichange/Multiresolution Government Agency
- Case 15: When a Contract Is Not Enough
- Case 16: Measuring Organizational Effectiveness in the Nonprofit Sector: The Case of the Community Action Network
- Case 17: Not in Watertight Compartments: Service Quality Improvement and Organization Development
Part II: Cases in Organization Development Interventions
- Case 18: Global Chain of Command: A Japanese Multinational Manufacturer in the United States
- Case 19: Safe Passage: An NGO in Guatemala City Responds to a Leadership Crisis
- Case 20: The Case of Jim: A Vice President in a National Nonprofit Association
- Case 21: A Small World After All
- Case 22: Accounting Team Problems at Acme Manufacturing
- Case 23: Who's Making the Decisions at Livingston University?
- Case 24: Greencycle Publishing
- Case 25: When a Team Breaks in Two
- Case 26: Diggins/Reinholdt Plastics, Inc.: A Study in Resistance to Change in the Aftermath of a Merger
- Case 27: Whole Organizational Design Intervention
- Case 28: The Change Story of Yellow Auto Company
- Case 29: We Must Learn to Innovate! Culture Change (and Shock) in a Consumer Packaged Goods Company
- Case 30: Sticker Shock in an Organization That Will Not Stick Together
- Exercise 1: Contracting with a Client
- Exercise 2: Organization Development Practitioner Skills
- Exercise 3: Data Gathering
- Exercise 4: Giving Feedback
- Exercise 5: Resistance to Change
- Exercise 6: Resistance to Change Scale
- Exercise 7: Cynicism About Organizational Change
- Exercise 8: Myers-Briggs Type Indicator (MBTI)
- Exercise 9: Coaching and Individual Instruments
- Exercise 10: Team Values
- Exercise 11: Team Diagnosis and Intervention
- Exercise 12: Team Facilitation
- Exercise 13: Identifying and Changing Organizational Culture
- Exercise 14: Perceived Organizational Innovativeness Scale
- Exercise 15: Designing and Redesigning Organizations
Copyright © 2012 by SAGE Publications, Inc.
All rights reserved. No part of this book may be reproduced or utilized in any form or by any means, electronic or mechanical, including photocopying, recording, or by any information storage and retrieval system, without permission in writing from the publisher.
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Library of Congress Cataloging-in-Publication Data
Cases and exercises in organization development & change / editor, Donald L. Anderson.
Includes bibliographical references.
ISBN 978-1-4129-8773-8 (pbk.)
1. Organizational change—Case studies.
2. Organizational behavior—Case studies.
3. Management—Case studies. I. Anderson, Donald L. II. Title: Cases and exercises in organization development and change.
This book is printed on acid-free paper.
11 12 13 14 15 10 9 8 7 6 5 4 3 2 1
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About the Editor[Page 340]
Donald L. Anderson, PhD, University of Colorado, is the author of Organization Development: The Process of Leading Organizational Change, now in its second edition (Sage Publications, 2012). He teaches at the University of Denver and is a practicing organization development consultant who has consulted internally and externally with Fortune 500 corporations, small businesses, and educational institutions. His studies of organizational discourse and change have been published in journals such as the Journal of Organizational Change Management, Gestion, and the Journal of Business and Technical Communication. He is a member of the Academy of Management.
About the Contributors[Page 341]
Gulem Atabay is an assistant professor of organizational behavior. She received her doctorate in the field of business administration with management major in 1998. She focuses on employee attitudes and emotions and their effects on employee behaviors and performance. She conducts her research mainly in health care settings, especially with nurses. She has published many book chapters and articles in reputable international and national journals. Since 2004, she has been teaching introduction to business, management, organizational behavior, organization development, and current issues in management courses at Izmir University of Economics.
Lize A. E. Booysen is full professor of leadership and organizational behavior at Antioch University on the PhD program in Leadership and Change. She is an internationally recognized scholar in the field of diversity, race, gender, and leadership and a management consultant. She holds a doctorate in business leadership from the University of South Africa, as well as masters' degrees in clinical psychology, research psychology, and criminology, all with distinction. She has been involved in the 12 nation Leadership Across Differences (LAD) research project steered by the CCL, 2001–2008. She participated in the GLOBE 65-nations research project on leadership, national culture, and organizational practices during 1994 to 2003, steered by Wharton Business School. Prior to joining Antioch in 2009, she was full professor at the Graduate School of Business Leadership, University of South Africa since 1992. She was also the editor of the South African Journal of Labour Relations.
Matthew J. Borneman is an assistant professor at Southern Illinois University Carbondale and the Director of Applied Research Consultants. His research interests span several areas of personnel selection, including the use of standardized tests (and their alternatives) in educational and organizational selection, faking and response distortion on noncognitive measures, and applied research methodology. His graduate work was completed at the University of Minnesota in the Industrial/Organizational Psychology program.
Burcu Guneri Cangarli is an assistant professor of organizational behavior. She received her doctorate in 2009 in the field of business administration with a management major. For her doctoral thesis, “Bullying Behaviors as Organizational Politics,” she worked at Hanken University for 3 months as a TUBITAK scholar. Her research areas of interest include health care management, innovation, and bullying. On these issues, she has published many book chapters and articles in reputable international and national journals.
[Page 342]She has been teaching management, leadership, organizational behavior, and organization theory courses at Izmir University of Economics since 2007. She also works as an administrative assistant to rector.
Christopher J. L. Cunningham, PhD, is a UC Foundation Assistant Professor of Psychology at the University of Tennessee (UT) at Chattanooga. He teaches undergraduate and graduate research methods, statistics, organizational and occupational health psychology (OHP), and organization development. His current research involves individual differences in equity sensitivity and recovery from work-related stress. He is also the primary consultant for measurement services at The Solution Group, a human resources technology firm, and an adjunct assistant professor of internal medicine at the UT College of Medicine Chattanooga, where he works to improve the health of work efficiency of health care providers.
Laurie K. Cure is the president of Innovative Connections, Inc., a consulting company working with organizations to expand human capacity to achieve stronger organizational results. She holds a doctorate in industrial and organizational psychology and a master's in business administration. With a commitment to organizational success through the releasing of human potential, she assists organizations with strategic planning, organizational assessment, team development, change management, restructuring, leadership development and coaching, talent management, and culture development. She teaches at the university level and also delivers seminars and lectures on topics of organizational psychology. She has been recognized as an expert on the topic of fear in the workplace and seeks to support organizations in building cultures of trust and support. As an executive coach, she is committed to personal development and supports others on their journey toward growth.
Scott Dickmeyer, PhD, is an Associate Professor of Communication Studies at the University of Wisconsin—La Crosse. His research interests are in organizational culture and communication practices in companies that make the list of the 100 best companies to work for in America. He has served as the chair of the National Communication Association's Training and Development Division and the Central States Communication Association's Organizational and Professional Communication Division. In addition to his university responsibilities, he is actively engaged in consulting and training and development.
Margaret DiCocco is ABD from Southern Illinois University Carbondale's (SIUC) Applied Psychology Program. She is currently an assistant professor for the Physician Assistant Program, also at SIUC, where she teaches research methods, statistics, and the process of evidence-based medicine.
Kent D. Fairfield is Assistant Professor of Management at the Silberman College of Business at Fairleigh Dickinson University. Formerly a vice president at the Chase Manhattan Bank, he founded Kent Fairfield Associates, consulting on teams, leadership development, and change management. His current research concerns the factors [Page 343]underlying sustainability management and interdependence between employees and managers. He has written about adult development and emphasizes learning from experience in his teaching, including requiring students to conduct community service projects and carry on mentor relationships with executives. His publications have appeared in the Journal of Applied Social Psychology, Human Resource Planning, Nonprofit Management and Leadership, Journal of Healthcare Management, and Journal of Management Education. He has made presentations at scores of academic and professional conferences in the United States and abroad. He earned a master's and doctorate in organizational psychology from Columbia University and an MBA in finance from the Harvard Business School.
Paola Falcone received a doctorate in marketing from the University of Rome “La Sapienza,” where she is currently Lecturer of Marketing (Marketing Lab for Public Sector institutions and private organizations at the Faculty of Communication Sciences) and Lecturer of Research and Health Communication (at the Faculty of Medicine). Her research interests include brand identity, internet marketing and communication through the new media, service marketing, and marketing for not-for-profit organizations.
Mary K. Foster received her doctorate in management from the Earl G. Graves School of Business and Management at Morgan State University. Prior to that she was a business executive holding senior positions at firms such as General Electric Co., Mars, Inc., and Sylvan Learning, Inc. Her research interests include team effectiveness, virtual teams, organizational effectiveness, and change management.
Jeremy P. Fyke is a doctoral candidate in organizational communication and graduate lecturer in the Department of Communication at Purdue University. His research interests include spirituality in organizations, courage in organizations, critical and feminist theory, and stress and support in pharmacy settings. His most recent work explores discursive perspectives on change management and consulting. He has presented numerous papers for professional organizations, including the National Communication Association and Central States Communication Association conferences, and published work in The International Journal of Pharmaceutical Compounding, Indiana Pharmacist, and Place Branding and Public Diplomacy. He enjoys a great life while currently living in Indiana with his beautiful wife, Brooke, and dog, Cooper.
G. Alan Fyke serves as Vice President, Sales and Marketing, for Humco Holding Group, Inc., of Texas. He is a Certified Pharmacy Technician, member of the American Pharmacists Association, Texas Pharmacy Association, and co-owner of IGA Pharmacy, Inc. His background includes 39 years of experience in wholesale club retailing, retail pharmacy, pharmaceutical distribution, and consumer packaged-goods branding and manufacturing. In his current role, he develops and conducts sales and communication training classes for company retail and physician sales representatives and customer service staff. He lives in Texas with his wife, Bonita, and is father to three sons and has six grandchildren.
[Page 344]Cerise L. Glenn, PhD, is an assistant professor in the Department of Communication Studies at the University of North Carolina at Greensboro. Her research and teaching areas include communication and culture, as well as organizational communication. Her research interests center on social constructions of difference (diversity), particularly identity negotiation and representations of underrepresented groups in organizational, intercultural/international, and popular culture. Her work often utilizes intersectional approaches to identity construction, such as the intersections of gender, race/ethnicity, and socioeconomic status. She also enjoys conducting workshops and seminars related to her research areas.
Maggie Glick retired from her job as CFO for one of the world's largest cattle feeding companies in August, 2009. After a 27-year career in accounting, she is a doctoral student at Colorado State University in Organizational Performance and Change (School of Education–Human Resource Studies). Maggie holds a BA in dietetics and an MS in financial accounting, and she is a licensed CPA in the State of Colorado. Maggie is a member of the Academy of Human Resource Development, the American Institute of Certified Public Accountants, and the Colorado Society of CPAs.
Gonca Gunay is an assistant professor of organizational behavior. She received her doctorate in the field of business administration in 2004. Her research areas of interest include innovation, entrepreneurship, and justice. On these issues, she has published books, book chapters, and articles in reputable national and international journals. Since 2004, she has been teaching management, organizational behavior, organization development, and current issues in management courses at Izmir University of Economics. In 2007, she studied at Columbia University as a visiting scholar, and in 2010 she studied at Harvard University for 6 months as a Fulbright Scholar. She is the Vice Dean of the Faculty of Economics and Administrative Sciences and the Director of the Center for Innovative Entrepreneurship.
Carrol R. Haggard is an associate professor of communication studies at Fort Hays State University in Hays, Kansas, where he teaches a variety of both undergraduate and graduate communication courses, including Organizational Communication and Leadership. He is a frequent contributor to the Journal of the International Academy of Case Studies and has been recognized by the International Academy of Case Studies as a five-time recipient of the Distinguished Research Award; three of those awards were shared with Dr. Lapoint. In addition, his research has been published in the Journal of Organizational Culture, Communication, and Conflict, Communication Education, Communication Quarterly, and the Western States Communication Journal. His research also is presented regularly at the Central States Communication Association, National Communication Association, and International Communication Association annual conventions.
Matthew G. Isbell is a Detroit native who received his bachelor's degree from Michigan State University, master's from the University of Montana, and doctorate from the University of Texas at Austin. His research examines how organizations can more [Page 345]effectively collaborate. His work has been published in Communication Monographs and the Case Research Journal. He also does organizational implementation and communication consulting. He is currently an assistant professor at Merrimack College in Massachusetts.
Alev Katrinli is a professor of organizational behavior. She received her doctorate in the field of business administration with a management major in 1983. Her main research area of interest is the effect of employee attitudes on their behaviors and performance. Related to these topics, she has published book chapters and articles in various reputable national and international journals. She has been teaching courses in the field of management, such as organizational behavior, organization development, organization theory, and management and leadership, at Izmir University of Economics. She has been the head of the Department of Business Administration since 2002, and Dean of the Faculty of Economics and Administrative Sciences since 2008.
Matt Koschmann, PhD, is an assistant professor in the Department of Communication at the University of Colorado at Boulder. His research focuses on organizational communication, with a particular emphasis on collaboration and stakeholder relationships in the nonprofit sector. He also teaches classes on organizational leadership and collaborative decision making.
Patricia A. Lapoint, PhD, is a professor of management at McMurry University in Abilene, Texas. She teaches a wide variety of management courses including Strategic Management, Operations Management, Human Resources Management, Organizational Behavior, and Quality Management. She is a frequent contributor to the Journal of International Academy of Case Studies with her coauthor, Dr. Haggard. She has been recognized by the International Academy of Case Studies as a three-time recipient of the Distinguished Research Award with her coauthor, Dr. Haggard. In addition, she has published in the Journal of Organizational Culture, Communications, and Conflict.
Nicole M. Laster, PhD, is an assistant professor at Kansas State University. She teaches courses in organizational communication, communication theory, and qualitative research methods. Her research has been published in Business Communication Quarterly and Western Journal of Communication. She works with leaders in business and other organizations to manage change through adaptive communication strategies. She has 8 years of industry experience spanning the marketing, public relations, and training and development sectors.
Shawn D. Long, PhD, is chair of the Department of Communication Studies and former Director of the Communication Graduate Program at the University of North Carolina at Charlotte. He is an associate professor of communication studies and associate professor of the Interdisciplinary Organizational Science Doctoral Program at the University of North Carolina at Charlotte. His teaching and research interests include organizational communication, organizational dialogue, virtual work, diversity communication, virtual- team assimilation and socialization, health communication, and interpretive methods associated with the study of organizational culture and symbolism. His [Page 346]primary research methods have employed interpretative phenomenology, case study approach, and grounded theory.
Rodney L. Lowman is currently Distinguished Professor of Organizational Psychology at Alliant International University in San Diego. He also has served as program director, dean, provost/VPAA and acting president at Alliant and as president at another university. Widely published on assessment, work dysfunctions, and ethics, he has practiced organizational consulting psychology throughout his professional career. His books include Handbook of Organizational Consulting Psychology, The Ethical Practice of Psychology in Organizations (2nd ed.), and Counseling and Psychotherapy of Work Dysfunctions. Currently he serves as editor of Consulting Psychology Journal: Practice and Research.
Bruce O. Mabee has been an OD consultant and OD instructor for more than 30 years. He is managing partner of Milestone Partners, LLC, in a practice serving corporate, government, and not-for-profit clients in the United States, Europe, Asia, and Latin America. He has created a variety of tools and training, including the Strategic Action System and The Consulting Workshops, which develop both consulting skills and consulting culture that pull together professionals and managers. He has taught leadership and consulting in seven graduate schools, including the University of Chicago, the Chicago School of Professional Psychology, and Benedictine University. He is former president of the OD Network of Chicago. He holds a master's in management and organizational behavior from George Williams Graduate School of Management and a BFA in industrial design from the University of Illinois at Urbana.
Franziska Macur is an assistant professor for communication studies at Edgewood College in Madison, Wisconsin. She received her master's in media and communication studies and her doctorate in communication studies from the University of Bonn, Germany. She teaches organizational communication and research methods classes, and her research centers on organizational communication with a specific focus on group dynamics and facilitation. She has worked with clients using conversation analysis to study the effects of facilitated organization development and employee development; i.e., continuing professional education, on-group conversation dynamics, and group decision-making processes.
Kenneth M. Macur, CPA, is the Associate Academic Dean and Professor of Accounting and Information Systems at Edgewood College in Madison, Wisconsin. He received his bachelor's in accountancy, MBA in finance, and doctorate in accountancy from the University of Illinois at Urbana-Champaign. He has taught at the University of Illinois, the University of Wisconsin—Whitewater, and the University of Wisconsin—Milwaukee. He has worked with clients in manufacturing, service, wholesale distribution, not-for-profit, and government, advising them in organization development, strategic planning, product costing, process improvement, and technology. He is a frequent lecturer on generational differences in the workplace, as well as understanding motivation and demotivation, and has received more than a dozen awards for teaching and research. He has authored numerous articles on innovation, generational differences, finance, accounting, and curriculum development.
[Page 347]Candace A. Martinez is an assistant professor of international business at Saint Louis University. She received her doctorate in strategic management from the University of Illinois at Urbana-Champaign. Her research examines the influence of formal and informal norms in institutional environments across countries (e.g., political hazards and risk of expropriation, corruption, culture, government regulation of entrepreneurs) on multinational firms' strategic choices in developing economies (e.g., ownership structure, FDI). One of her current research streams explores institutional change and entrepreneurship in the informal waste collection and recycling sector in Latin America and the role of business, government, and civil society in achieving sustainability objectives. Fluent in Spanish, she has conducted field research in Cuba and Guatemala City.
Alexandra Michel is an assistant professor in Work & Organisational Psychology at Heidelberg University, Germany. Her research focuses on change and human resource management, coaching, and occupational health. Besides working in academia she is also a practitioner. After graduating in psychology, she worked in a managing position in the human resources department of a big German health insurance company. At the time she started to work as an academic in business psychology, she also worked as a change manager in higher education. She is a trained and certified systemic and solution-focused therapist, counselor, and consultant and she has full memberships in national and international scientific associations. She is the author of several book chapters and journal articles and regularly presents her work at national and international conferences. Putting her research to practice, she consults with different profit and nonprofit organizations.
Stella M. Nkomo is full professor in the Department of Human Resource Management at the University of Pretoria, South Africa. Her internationally recognized research and work on race and gender and diversity in organizations appears in numerous journals, edited volumes, and books. She serves on the editorial board of a number of international and South African journals. She is listed in the Who's Who in the Management Sciences and received the 2009 Academy of Management Sage Scholarly Contributions Award for her research on gender and diversity in organizations. She is a former chair of the Department of Management in the Belk College of Business Administration at the University of North Carolina Charlotte and was full professor on the faculty of the Graduate School of Business Leadership at the University of South Africa between 2000 and 2009.
Katrin Noefer studied psychology at the University of Osnabrück, Germany, the Karl-Franzens University of Graz, Austria, and the University of Victoria, Canada. She wrote her master's thesis about intercultural leadership styles during change projects. She continued her academic career at the University of Heidelberg, Germany, where she received her doctorate. Demographic changes, personnel development, e-learning, change and innovation, as well as health promotion in organizations, are her key research interests. She is also a theatre therapist interested in transferring theatrical techniques into business to raise employees' satisfaction and performance levels. She is currently working as a consultant for 4a-SIDE consultancy. In her work, she focuses on evaluating training and change projects. She also analyses team interactions and competencies and helps improving teamwork.
[Page 348]Brian J. O'Leary is an associate professor of industrial-organizational psychology at the University of Tennessee at Chattanooga (UTC). He completed his doctorate in organizational behavior at the A. B. Freeman School of Business at Tulane University in 2005. Before seeking his PhD in 1996, he worked for 14 years in various management positions at Western Electric, AT&T, and Lucent Technologies, primarily in government contracting and accounting. He teaches numerous graduate and undergraduate courses at UTC, including Groups and Teams in Organizations, Training and Development, Employment Discrimination Law and Introduction to I-O Psychology. He also has provided consulting services for a variety of local, regional, and international organizations, primarily in the areas of job analysis and training.
Andrea M. Pampaloni, PhD, is an assistant professor in the Communication Department at La Salle University. Her research interests focus on organizational and interpersonal communication issues, and the relationship between the two. She also has extensive work experience in corporate, government, and nonprofit sectors in the areas of marketing, research, budget development and maintenance, and proposal writing. Her current research looks at organizational image, specifically the effectiveness of open houses at colleges and universities in appealing to their targeted audiences. She has been published in the Journal for Marketing of Higher Education and Teaching Ideas for the Basic Communication Course, and she holds membership with National Communication Association, Eastern Communication Association, and Pennsylvania Communication Association.
Barbara A. Ritter is an associate professor of management in the E. Craig Wall Sr. College of Business Administration at Coastal Carolina University and she holds the James P. and Elizabeth R. Blanton Endowed Professorship. She earned her doctorate from the University of Akron and joined the Wall College in 2004. Her teaching responsibilities include undergraduate and MBA courses in human resource management, organizational behavior, and international management. Her research interests include perceptions and legitimacy of organizational leaders, justice perceptions, and sexual harassment. She has been teaching and studying these and other diversity-related issues for more than 10 years and has led training exercises for MBA students, local organizations, and national and international conferences, including the Academy of Management and Organizational Behavior Teaching Conference. Her recent publications appear in The Journal of Applied Psychology, The Journal of Business Ethics, and Human Relations.
Aruna Fernandes Rodrigues, MBA/MOD, has been an OD practitioner for more than 15 years. She has extensive experience in the areas of change strategy, organization development, organization design, business process improvement, training, and communication strategy. Her expertise is in the design and implementation of change programs for large-scale business transformations. She has supported large-scale technology implementations for organizations ranging from 6,000 to 300,000 plus employees. She has served on the board of the Cleveland chapter of the OD Network and was one of the founding members of a youth leadership program conducted in the Cleveland Public School system inspired by Kathie Dannemiller's whole systems change work.
[Page 349]Pravin A. Rodrigues, PhD, is an associate professor in the Communication Arts Department at Ashland University in Ohio. He has taught graduate and undergraduate courses in organizational communication, small group discussion, and leadership communication. His consulting and organizational experiences have focused on best communication practices and diversity initiatives in organizations.
Cynthia Roman is Director of Human Resource Programs and Assistant Professor of Management and Human Resources at Marymount University in Arlington, Virginia. She teaches courses in executive coaching, organization development, and consulting, as well as other courses in the School of Business Administration. She is also an executive coach and registered organization development professional who coaches, trains, and consults in a variety of organizations, including federal, nonprofit, higher education, and professional services sectors. She is certified by the International Coach Federation at the level of Professional Certified Coach (PCC). She has assisted organizations with critical management and leadership issues such as coaching, mentoring, executive presence, leadership development, communication, conflict management, team development, and change management. She is coauthor of Organizational Coaching: Relationships and Programs That Drive Results (ASTD Press, 2008) and of Leading From the Inside Out: A Coaching Model (Sage Publications, 2002).
Marilyn Schock is currently the CEO at McKee Medical Center in Loveland, Colorado. While originally from Cody, Wyoming, northern Colorado has been her home since 1986. She holds a bachelor's of science in occupational therapy and a master's in business administration from Colorado State University. Throughout her career, she has assumed various roles in the medical community, including leadership roles in rehabilitation services, managed care operations, and hospital administration. As a leader, she inspires visionary commitment and excellence through passion and purpose. She is currently a member of ACHE, a Registered Occupational Therapist, chair for the Loveland Chamber of Commerce, and active in many community activities. In her spare time she enjoys travel, outdoor activities, and gardening.
Sachiyo M. Shearman, PhD, is an assistant professor of the School of Communication at East Carolina University. She teaches courses such as Conflict and Communication, Communication Research Methods, and Intercultural Communication both at the undergraduate and the graduate level. Her research interests include cross-cultural comparative studies in communication styles and preferences, individual differences (such as dogmatism and lack of perspective-taking) and cognitive processing in negotiation, conflict resolution, and intercultural communication. Her research has been published in journals such as Human Communication Research, Communication Quarterly, Journal of Intercultural Communication Research, Language and Communication, and Asian Journal of Social Psychology.
Vicki F. Taylor is associate professor of management in the John L. Grove College of Business at Shippensburg University. She received her doctorate in human resources from Temple University's Fox School of Business and Management. Prior to that she [Page 350]was a human resources manager for UPMC. Her research interests include organization development, organizational cultures, change management, and human resources.
Rachael Thomas is a management consultant specializing in organization assessment, design, and transition. She has worked across a variety of industries from consumer goods and software, to industrial manufacturing, mining, and utilities in the United States, United Kingdom, and Canada. Her experiences with organizational design include moving to shared services models, managing downsizing efforts, creating designs to support future growth, and updating team structures to improve customer service. She has led both large and small design efforts, and favors an approach that encourages conceptual thinking about structure as well as detailed analysis of job functions. As a practitioner, she has had the opportunity to apply a variety of approaches and models and believes that high collaboration with the client is the best way to be successful in organizational design projects.
Jennifer A. Thompson recently earned a doctorate from the Morgridge College of Education at the University of Denver. Her dissertation research focused on the history of the curriculum at Colorado Women's College. She has published in Frontiers: A Journal of Women Studies and contributed a book chapter on the work of gender and multicultural theorist Peggy McIntosh. She has taught courses in women's studies and the history of women's education. Her current research interests include the history of education, women's college curricula, women in the American West, and gender issues in education. She also holds a bachelor's degree in international relations from the University of California, Davis, and a master's degree in U.S. history from the University of Colorado, Boulder. She has worked in the fields of publishing, archives management, and higher education.
Maria Vakola is an organizational psychologist and she is currently an assistant professor at the Athens University of Economics and Business, Greece. She earned her postgraduate and doctoral qualifications from the University of Manchester and the University of Salford, U.K. She has published in the field of organizational behaviour and change in academic journals such as the Journal of Applied Psychology, Journal of Organizational Change Management, Journal of Change Management, and Communications of the ACM. Her research interests focus on change recipients' reactions to change, the role of change agency in change success, and the role of organizational silence in change.
Julie Williamson is a management consultant responsible for leading teams in a variety of industries to deliver on strategic objectives. Her primary areas of professional interest include strategy definition, market entry and exit, and change management. Julie is a doctoral candidate affiliated with the University of Colorado, School of Communication. Academically, Julie's interests include the ways in which organizational knowledge is constituted through collaboration, leading to innovation and acceleration of improvements within a corporate environment. Julie is primarily a qualitative researcher, and takes a constitutive position in her work, believing that organizations are primarily created through the communication that takes place within them.