By Elaine B. Crutchfield
First released in 2000. Routledge is an imprint of Taylor & Francis, an informa corporation.
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Extra info for Developing Human Capital in American Manufacturing: A Case Study of Barriers to Training and Development
Huddleston and DeGroodt (1994) have said that the emergence of a truly global economy with increased competition from foreign firms is forcing the United States to deal with changes in: (a) the distribution of goods and services produced by United States organizations, (b) the technology necessary to produce these goods and services, (c) the skills workers need to produce these goods and provide Current Thoughts on Organizations 21 these services, and (d) the availability of jobs for the unskilled worker with little education.
However, OD has evolved to become a broad catch-all term that takes in many different theories of change management with its own unique set of interventions or programs primarily aimed at changing human behavior. Werther (1982) defined OD as "an intervention strategy that uses group processes to focus on the whole organization in order to bring about planned change" (p. 230). , 1982). Another definition for OD is "the use of behavioral science ideas to improve both organizational effectiveness and employee well-being" Clement (1992, p.
Peters' (1990) strategies include, but are not limited to: (a) employee involvement, (b) not using employee layoffs but rather tapping the valuable knowledge of employees and enlisting their efforts to ease financial strains, (c) improving quality, and (d) not cutting back on human resource development efforts such as training. High performance organizations are those that "use all their resources-human, material, and technological-to achieve and sustain competitive advantage" (Gephart, 1995, p.
Developing Human Capital in American Manufacturing: A Case Study of Barriers to Training and Development by Elaine B. Crutchfield