User:Wikirandy/Research

 Work in progress, expect frequent changes. Help and feedback is welcome. See discussion page.

Welcome to the Organization Management and Development Page

Featuring Useful OD Resources, Readings & Strategies

Revised Thinking

• How can the Open Source Distributed Leadership culture / practices initiate, sustain and scale innovation within organizations?

(exploring congruence between organizational innovation, and structures, processes, and culture to support it)

Titles

Project Internal Issues - Project Team

• Project definition
• Scope
• Governing Structure / Reporting Relationships
• Work expectations (i.e., google - 20% time focused on innovation)
• Individual competencies
• Resources
• Technologies
• Collaboration
• Project metrics - M&E, reporting
• Processes
• Culture
• Values, beliefs
• Openness
• Individualism, convergence / alignment with organizational aims; checking in / reconciling different interpretations
• tensions...
• Performance

Project Internal / Organizational Internal (OI) - Interface

• Process
• Structure
• Communications (including project metrics)
• Education / awareness / buy-in - complexity, emergence, self-orgn
• Performance

Organizational Internal

• Support, Resources
• Communications
• Power, control, authority, decision-making, predictability, interests, structure, personalities, role, role legacy (i.e., what person used to do, power base)
• Stakeholder Relationships
• employees, managers, funders, Board of Directors / Governors
• Culture (open / closed)
• Trust
• Values, beliefs
• Organizational rules, policies
• How can project development contribute to organisational transformation - within organization?
• What is nature of relationship with Project? What will happen over lifecycle of project - if success or failure? What are models?
• skunkworks
• project unit
• embedded alliance / merger
• other models
• eventually, spinoff - what type of relationship is possible? (financial, non-financial, agreements, staff, etc.)
• Knowledge Transfer / Models for Collaboration / Leading Practices

Very well done, thoughtfully developed paper. (House, Unit Three, Topic Two Metaphor Paper_

I found this passage quite interesting - The development of new understandings “can transform the autopoietic processes of self-reference through which a system produces and reproduces its basic sense of identity” (Morgan, 2006, p. 259). This can be achieved through a learning process wherein the system is presented with new information about itself and its environment, enabling those within the system to view the organization in a different way."

My thought is, that this in and of itself represents a culture change which is far easier to talk about than to do. Also, there is a self-referential (reflection) piece that has to occur, which creates greater readiness for both personal transformation, and organization culture transformation.

In my work for Jeff Frakes' course on Performance Consulting, I'm referring to an article in the Winter 2008 edition of the OD Practitioner "Energetics and OD", by Alla Heorhadi and John Conbere (pp. 36-39). Their central thesis that there are "subtle energy fields that underly physical objects and events"....which in turn can be useful "tools for diagnosing and healing individual and group problems." (My review of the article will be posted today, on WikiEducator - http://www.wikieducator.org/OMD/622/Individual_Performance )

As the organization moves from one culture or image to another, many folks can be left behind....and create great resistance, which impedes the ability to move and create / sustain momentum....

What are your thoughts regarding the "Learning Process" that Morgan talks about...Do you think that there is any upfront design work (and followup too) that needs to be done, in order to facilitate greater effectiveness of this Learning Process?

Hi randy ... you wrote:

   What are your thoughts regarding the "Learning Process" that Morgan talks about...Do you think that there is any upfront design work (and followup too) that needs to be done, in order to facilitate greater effectiveness of this Learning Process?


Randy I will go back to your question ... and wanted to share these thoughts that popped up in my head ...

thanks .. Randy

Now we're both thinking and learning!

Yes, I find it hard to understand why someone might not necessarily be engaged in reflecting about their own learning - maybe that has to do somewhat with the actual design of the training....

I think the best Homework is not to assign any work, other than to reflect on what happened during the day of 'training', according to some guidelines or questions, and then do a debrief first thing the next morning...to integrate... and repeat the next night....

Then the integration begins.... :-)

Randy

Interesting question, Randy - I found myself thinking about the learning chapter when I read this statement in Group D's cultural paper:

But it is important to note that a strong culture is not necessarily a successful culture unless it encourages a healthy adaptation to the external environment!

You can see how a culture pointed away from responsiveness and adaptation would quickly run into trouble. It reminded me of the metaphor of learning organizations, and how, without the addition of the double-loop learning (the self-reflective, learning about the learning step), an organization might stand to accelerate in a direction toward bureaucratization. As Morgan says,

"Different sectors of the organization thus often operate on the basis of different pictures of the total situation, pursuing sub-unit goals almost as ends in themselves.

The existence of such divisions tends to emphasize the distinctions between different elements of the organization and fosters the development of political systems that place yet further barriers in the way of learning...Under these circumstances, single-loop learning systems are reinforced and may actually serve to keep an organization on the wrong course" (Morgan, 2006. p. 86).

So yes, I think there's a lot to this idea of the reflective step and how necessary it is in open-ended systems. And while I'm very new to Integral ways of thinking, it seems like the necessity of understanding the boundaries/differences in different points of view might also be critical.

Reg

Reg,

I can certainly understand your perspective about successful organizations....makes sense to me...

I think one of the challenges to innovation, is this creep towards buraucratization, administration and control over time....In some org's the image changes from flux and transformation, to interests, conflict and power, and really a hybrid....particularly if the organization has had to downsize or the market has changed from under it....and for example, the VC's or funders want to get a rein on expenses, and perhaps exit more quickly....then, there's a move to greater top-down control....which is the antithesis of why many funders get involved in creative ventures in the first place....it's a balancing act, really...

Totally with you on the double loop learning - reflection, and at least having the benefit of it, is just SO valuable....not only for individuals, but for groups, teams, communities within an organization....

Perceptual Barriers to Using Open Educational Content (OERs)

(Note: I am in the proposal development stage for my 2008 Master's Project. I am pursing an MA in Organization and Management Development at Fielding Graduate University. If you are aware of any folks and / or institutions who are interested in this research, please let me know. --Randy Fisher 19:39, 17 November 2007 (CET))

(Note| Hi Randy - why limit it to perceptual barriers? How perceptions are formed, in sociocultural context might be interesting, in my opinion. Gurmit

Yes, Gurmit - you're right.... however, I wanted to try to keep this as narrow as I could, because Master's projects have a way of getting out of hand. In the time since I wrote this, I have changed subjects several times, because of the manageability of the project. Now, I am focusing on the motivations for using WikiEd, and in particular applying David McLelland's theory of motivation to it. It holds up, sort of....Anyways, I have to get the first BIG draft in tomorrow, and then will be contemplating the next BIG draft due in April. When I'm done, I'll share the link with you, if you don't have it already....and invite your comments --Randy Fisher 23:37, 9 December 2008 (UTC)

Other working titles

• Perceptual Barriers to Adoption of Open Educational Content

Possible Audiences (Samples)

• Educators / Education Specialists - in primary, secondary, tertiary (higher ed). vocational or professional development
• setting (classroom-based or online); and
• type of institution (public or private)
• Instructional / Learning Designers
• Learners / Students
• Policy Makers
• Other / Related

Narrowing Down the Field

• Choose a target group of educators who might have significant leverage and influence for other educators...
• Find out what precisely which content and formats are likely to 'reach them', and to provide practical examples of "potential uses" that they are interested in....That will help increase adoption.

Characteristics / Attributes

• Innovators, Early Adopters - Geoffrey Moore's - Crossing the Chasm methodology

• TBD

Issues

• the degree to which these folks actually have some awareness and/or experience with Open Educational Content and/or open source technology
• how will this limit the composition of the focus groups (research design)
• would this distort results if I limit the focus group / survey to that group (i.e., would they be pre-disposed to using open content?)
• A. I believe there is wide variation among users - and their pre-disposition to do certain things. But point well-taken.

Potential Barriers

• Skill development
• Use of new technologies
• Concern about a shift in roles (from teacher to facilitator);
• Concern about losing control over their work (which may include receiving credit where credit is due)