New for 2012: Poster Sessions
Location: Exhibit Hall
Time: Sunday & Monday 5:30-7:00
Poster Session Value Proposition
Adding poster sessions to the conference this year was inspired by scientific conference poster sessions. Posters designed by subject matter experts will be displayed for one day of the conference in a designated area. Presenters will present at the table to discuss the material with conference attendees. These provide for a special opportunity that allow attendees to learn more through one-on-one or small group conversations. These conversations can be both a more relaxed and a more intensive form of oral presentation than the traditional conference presentation
Ripping Off the Band-Aid: Strategies and Tools to Address Conflict Within an Organization
The workplace can offer a rich, diverse arena full of passionate, dedicated employees. As a result, internal conflict often occurs. When conflict escalates, we seek assistance from our Human Resources department, mediators and other third party strategists. This session will discuss ways that HR and OD professionals can collaborate to implement effective tools and strategies that can deescalate conflict in the workplace. We start with step 1: Ripping off the Band-Aid. It is first necessary to talk about the issues in order to move forward in a positive, healthy way. Participants will walk away with intervention techniques that will help address and ultimately resolve conflict in the workplace.
OD in Support of Community Development and Engagement: A Mastering Change Class Dedicated to Enhancing Community and OD Professionals
Dr. Deborah A. O'Neil
In Bowling Green State University's Executive Master of Organization Development (EMOD) capstone class the majority of the semester is spent in a client engagement project. This applied field experience is the culmination of 18 months of work by the EMOD students and provides an opportunity for them to demonstrate mastery of program concepts by working with organizations from the nonprofit or public sectors in the regional community. We target nonprofit/public sector clients as a way to support our local community organizations and to augment their often limited resources by providing specialized expertise on organization development and change that might otherwise be unavailable. We have worked with a crime victim services organization, a local school district, a supportive housing group for the homeless, a parental support organization, and a coalition of BGSU individuals, departments, and organizations whose purpose is to develop a network to support campus-community engagement. The tangible outcomes of this ongoing joint venture between BGSU and the surrounding community include: providing practical assistance and valuable work products for local nonprofits and public sector organizations; developing appreciation for the nonprofit/public sector and the important work they do in our communities; practicing OD values of belief in human potential and social justice; and developing research groups focused on these often under-served and over-looked sectors by the academy. In this session I will describe how to create programs that build and develop community-OD practitioner partnerships in order to augment and support the resources of the nonprofit and public sectors while growing the skills of OD graduate students, consultants, academics and citizens. I will present examples of work products and processes and discuss a model of academic-community partnerships that are mutually enhancing and enriching to individuals, organizations and their communities.
Generative Appreciative Inquiry Strategy for Employee Engagement within a Government Agency
With the economic pressure, dynamic work environment, changing workforce resulting in workforce reduction, it has been challenging to retain and engage employees in organizations. Employee engagement is not only impacted by these drastic changes but also due to structures and processes built in the organizations. For example, lack of proper channels of communication, lack of consideration for employee values or opinions, hierarchical decision making process without input from all levels of the organization, insensitivity and insufficient recognition etc. Employee engagement has a substantial impact on productivity and therefore it is an area of interest to organizational leaders to design ways of engaging employees and to OD practitioners as well to assist the leaders in this endeavor. The purpose of the presentation is to understand, how employees can be engaged using a generative appreciative inquiry strategy. Generative appreciative inquiry (Gen-AI) builds a capacity for organizational members to acquire a new lens for looking at old things. This helps employees to self-engage, achieve a shared meaning and understanding of the company values, thus cultivating a sense of ownership and a renewed interest in the organization.The Gen-AI approach helped the government agency in building innovative and creative ways of engaging employees, increased motivation, appreciative mindset so that they value the culture of the organization, climate of hope and confidence and increased self-efficacy and commitment to the organization. This presentation will help provide practitioners the ways of self-engaging employees by adopting a Gen-AI approach.The presentation provides a unique approach to employee engagement which has not been previously explored in the OD literature.
Employee Assistance Programs: Supplying the Bridge that Unites Human Resources and Organization Development
Employee Assistance Programs, also known as EAP's, have a unique opportunity to provide organizational development resources and strategy within the context of Human Resources. Human Resource departments are typically the gatekeepers of the organization for EAP's. By definition EAP's function as worksite-based programs designed to assist in the identification and resolution of productivity problems associated with employees impaired by personal concerns including, but not limited to: health, marital, family, financial, alcohol, drug, legal, emotional, stress, or other personal concerns which may adversely affect employee job performances (EAPA 1990). Until the early 1970s EAP's have been one dimensional in nature. Meaning that their origination of being a support to employees struggling with alcoholism grew exponentially from the 1970s to the present. Presently, the continuum of EAP responsibilities includes both clinical and organizational services. EAP's have adapted to changing organization needs by providing some level of organizational development services. These include on-boarding training, strategic planning, team development programming, change management and transition support and group intervention services. This concurrent workshop session will identify how EAP's act as a bridge in providing organizational development services in partnership with Human Resources. A case overview will be presented highlighting the intersection of OD principles and Human Resources systems working together to initiate and support change and transition management. The practice of EAP's as organization development partners does offer opportunity for success in the context of working with Human Resources as not only gatekeepers, but also as the foundation to enter and impact system transformation.
Deborah A. O'Neil and Margaret M. Hopkins
Drawing on the literature in environmental sustainability and career development, the authors are developing a framework for career sustainability which incorporates three specific elements: the interdependent relationship between individual careerists and their ecosystems which consist of families, organizations, communities and society; the necessity for a focus on both short and long term career development strategies; and the notion of holding a balanced perspective between economic, environmental, and social concerns, the career triple bottom line, when establishing and sustaining careers. This poster session will feature a definition and working model of career sustainability as well as a career sustainability assessment.
Organizations in the Mind's Eye
The images we use to understand and work with organizations profoundly influence our practice - shaping our perception of what is going on and how we can be of use as consultants, coaches and leaders. Consciously or unconsciously, we rely on metaphors to craft our views of people, relationships, hierarchy, culture, structure, leadership and other aspects of organizations. More than a decade ago, Canadian Gareth Morgan published a ground-breaking book, Images of Organizations, to explore the implications of seeing organizations through different metaphorical lenses. Today, with many new organizational models and a much greater sense of how humans perceive the world, we benefit from taking another look at the metaphors that shape our practices. This session will explore the latest thinking about how organizational metaphors influence human behavior and will immerse participants in creative experimentation with their own metaphors for organizations. After a brief introduction to the history and science of metaphors as a way of understanding organizations, people in the workshop will use art supplies, photographs and other resources to express the way they perceive the systems in which they work. In intimate conversation and facilitated plenary, participants will reflect on the implications of their preferred metaphors for how they practice.