Organizational Courage Assessment - Kilmann, Ralph H.; O'Hara, Linda A.; Strauss, Judy P.
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The Courage Assessment takes only twenty minutes to complete and another fifteen minutes to graph the Courage Profile of a work group of five to fifteen members. Additional pages are provided for graphing Courage Profiles for whole departments and the entire organization. Next, the members of each work group can begin discussing the many implications of having been assessed as one of four types of organization: courageous, quantum, fearful, or bureaucratic organization. Two action recommendations can be offered that derive from the results of the Organizational Courage Assessment: First, an…mehr

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Produktbeschreibung
The Courage Assessment takes only twenty minutes to complete and another fifteen minutes to graph the Courage Profile of a work group of five to fifteen members. Additional pages are provided for graphing Courage Profiles for whole departments and the entire organization. Next, the members of each work group can begin discussing the many implications of having been assessed as one of four types of organization: courageous, quantum, fearful, or bureaucratic organization. Two action recommendations can be offered that derive from the results of the Organizational Courage Assessment: First, an organization that is assessed as bureaucratic can become a quantum organization-applying the available programs and processes of organizational transformation. Thereby, members will be empowered to act on their internalized sense of what is in the best interests of the organization. If an organizational transformation is just not feasible, however, then the members in either a bureaucratic or fearful organization will have to become more courageous: to do what is needed for long-term success despite the risks of receiving negative consequences for challenging traditional practices, confronting their managers and co-workers, and ignoring official policies and procedures. Without performing the necessary acts of courage in a fearful organization (or in a bureaucratic organization), and thus without a personal transformation of the members, the danger arises of organizational members living with fear or, worse yet, giving up all hope for the future.
Autorenporträt
Ralph H. Kilmann, Ph.D., is CEO and Senior Consultant at Kilmann Diagnostics (KD) in Newport Coast, California. In this position, he has created as well as produced all of KD's online courses and assessment tools on conflict management, change management, expanding consciousness, and quantum transformation. Ralph's online products are used by such high-profile organizations as Amazon, Bank of America, DuPont, Exxon Mobil, FedEx, GE, Google, Harvard University, JP Morgan Chase, Microsoft, NASA, Siemens, Twitter, the U.S. Army, and the World Health Organization. Ralph earned both his B.S. in graphic arts management and M.S. in industrial administration from Carnegie Mellon University in 1970, and a Ph.D. degree in the behavioral sciences in management and social systems design from the University of California, Los Angeles, in 1972. After Ralph left UCLA, he immediately began his professional career as an Assistant Professor at the Katz School of Business, University of Pittsburgh. In 1991, the faculty awarded him the George H. Love Professorship of Organization and Management, which he held until 2002, when he moved to the West Coast, which eventually led to the creation of Kilmann Diagnostics. Ralph is an internationally recognized authority on systems change. He has consulted for numerous corporations throughout the United States and Europe, including AT&T, IBM, Ford, General Electric, Lockheed, Olivetti, Philips, TRW, and Xerox. He has also consulted for numerous health-care, financial, and government organizations, including the U.S. Bureau of the Census and the Office of the U.S. President. Ralph has published more than twenty books and one hundred articles on such subjects as conflict management, organizational design, problem management, change management, and quantum organizations. Ralph is also the coauthor of more than ten assessment tools, including the Thomas-Kilmann Conflict Mode Instrument (TKI), the Kilmann-Saxton Culture-Gap® Survey, and the Kilmann Organizational Conflict Instrument (KOCI). Since 1985, Ralph's professional biography has been profiled in Who's Who in the World. And then, in 2017, Marquis Who's Who distinguished him as a "Lifetime Achiever" and featured his profile in Sciences.