Replying to LO29494 --
Hi all:
The following is notice of a workshop in Participative Design, a process
that develops a democratic organization where real organizational learning
can take place.
Beyond the Fads
Change Management That Works
A Seminar on Participative Design
February 3 to 7, 2003
Sheraton Parkway Hotel
Richmond Hill, Ontario
404 and Highway 7
Greater Toronto Area
Participative Design as designed by Fred and Merrilyn Emery is a unique
approach to organizational redesign. It allows people to restructure
their own work: no designs are imposed – everyone who will be impacted
is involved in the design work. PD creates an environment in which people
control and coordinate their own work within a self-managing team.
Documented productivity improvements from PD have averaged 40%.
Proven Benefits of PD include:
1. Benefits to the Bottom Line
2. Improved Flexibility, Responsiveness and Competitiveness
3. Benefits to the Workplace Environment
Does your organization want/need to:
- Adapt effectively to the turbulent changes in your industry and market
environment?
- Anticipate and manage changing customer expectations?
- Generate innovative solutions to complex organizational issues?
- Enhance your quality and productivity?
- Re-energize and motivate staff and reduce workplace stress?
- Create and maintain a culture of commitment?
This is a Seminar for: Organizational groups interested in exploring a
change tool to create flatter and more democratic organizations to support
self-managing teams. The seminar is designed for small groups of senior
staff (and union leadership) to explore the participative design process.
Seminar leaders include Dr Don Deguerre, Sylvia Cheuy and Joan Roberts.
All three seminar leaders trained with at least one of the Emerys and are
contributors to the upcoming book The Collaborative Work Systems
Fieldbook: Strategies for Building Successful Teams published by John
Wiley and Sons (March 2003).
For further information phone: 416-523-0390 or email:
beyondthefads@sympatico.ca
> What I've been searching is an organization that has systematically gone
> beyond documenting procedures and explicit knowledge to trying to fully
> capture and understand the stories, the myths, the legends that underlie
> the organization's values and culture. What information is transferred and
> how? What are the connections between WHAT an organization chooses to
> retain in its organizational memory and the type of LO it can become?
--"Joan Roberts" <joanroberts@sympatico.ca>
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