Encourages educational administrators to think strategically about their decisions and actions before events overwhelm them.
Human resource strategies for organization development include team-building methods to improve communication and reduce interpersonal conflict among university administrators. London describes the formation of a team of top administrators who focus on how to resolve conflict, develop employees, and involve them in decision making. The book considers performance problems such as marginal performance and abusive managers. It describes methods for enhancing attention to employee development through appraisal and feedback. New techniques such as the ratingless appraisal and 360 degree feedback are covered. Overall, it shows how to maintain and enhance organizational vitality in an environment of tight resources and external pressures.
Preface
An Introduction to University Transition
Directions for Change
Leadership Roles in a Changing Environment: The Roles of President and Deputy to the President
The Human Resource Function as Change Agent
Setting the Course
Planning and Goal-Setting Processes
Strategic Mechanisms: Financial, Enrollment, and Capital Facilities Planning Processes
Achieving Performance Excellence: Interventions for Change
Promoting Organization Effectiveness: Performance Management, Internal Audit, and the Administrative Review Process
Assessing Service Quality
Strategies for Organization Development
Building Teams
Human Resource Development
Performance Appraisal and Survey Feedback
Managing Problem Employees
Conclusion: Developing a Culture of Continuous Learning and Improvement
References
Index
