{"product_id":"rethinking-organizational-diversity-equity-and-inclusion-a-step-by-step-guide-for-facilitating-effective-change-paperback","title":"Rethinking Organizational Diversity, Equity, and Inclusion: A Step-By-Step Guide for Facilitating Effective Change - Paperback","description":"\u003cp\u003eby \u003cb\u003eWilliam J. Rothwell\u003c\/b\u003e (Editor), \u003cb\u003ePhillip L. Ealy\u003c\/b\u003e (Editor), \u003cb\u003eJamie Campbell\u003c\/b\u003e (Editor)\u003c\/p\u003e\u003cp\u003e\u003c\/p\u003e\u003cp\u003eResearch has shown that having a diverse organization only improves and enhances businesses. Forbes and Time report that diversity is an $8 Billion a year investment. However, poorly implementing diversity programs have damaging effects on the organization and the very individuals these programs attempt to help. Poorly implemented programs can cause peers and subordinates to question decisions and lose faith in leadership. In addition, it can cause even the most confident individuals to doubt their own skillset and qualifications. Many organizations have turned to training to solve this complex issue. \u003c\/p\u003e\u003cp\u003eYet still, other organizations have created and filled diversity and inclusion positions to tackle the issue. The effects of these poorly implemented programs are highlighted during strenuous times such as the latest COVID-19 pandemic. Marginalized people are more marginalized, and resources and support do not reach everyone. Tasks such as providing technical support, conducting large group meetings, or distributing work obligations without seeing employees on a daily basis becomes more challenging. \u003c\/p\u003e\u003cp\u003eComplex problems cannot be solved with simple solutions. Using organization development (OD) to develop a comprehensive change initiative can help. This book outlines how properly conducting an OD change initiative can effectively increase an organization's diversity and inclusion -- it is grounded in research-based literature on diversity and OD principles. \u003c\/p\u003e\u003cp\u003eMany organizational leaders realize the key importance of diversity, equity, inclusion and multiculturalism in modern organizations. It is only through such efforts can organizations thrive in a networked world where much work is done virtually--and often across borders. \u003c\/p\u003e\u003cp\u003eBut a common scenario is that leaders, recognizing the need for a diversity program, will pick someone from the organization to launch it. Perhaps the person identified for this challenge is in the HR department but has had no experience in launching diversity efforts--or even in managing large-scale, long-term, organization wide change efforts. But these are the challenges to be faced. \u003c\/p\u003e\u003cp\u003eThis book quickly identifies some reasons why diversity programs fail and how to avoid those failures. The majority of the book highlights how to use OD to improve organization culture and processes to not only increase diversity and inclusion but develop overall organization talent and prevent personal preferences and biases from hindering the selection of the best talent for positions.\u003c\/p\u003e\u003ch3\u003eAuthor Biography\u003c\/h3\u003e\u003cp\u003e\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWilliam J. Rothwell\u003c\/strong\u003e, PhD, SPHR, SHRM-SCP, RODC, CPTD Fellow, is Distinguished Professor in the Master of Professional Studies in Organization Development and Change program and also in the PhD program of Workforce Education and Development at the Pennsylvania State University. He has authored, coauthored, edited, and coedited 127 books since 1987. His recent books since 2017 include \u003ci\u003eOrganization Development (OD) Interventions: Executing Effective Organizational Change \u003c\/i\u003e(Routledge, 2021); \u003ci\u003eVirtual Coaching to Improve Group Relationships: Process Consultation Reimagined \u003c\/i\u003e(Routledge, 2021); \u003ci\u003eThe Essential HR Guide for Small Business and Start Ups \u003c\/i\u003e(Society for Human Resource Management, 2020); \u003ci\u003eIncreasing Learning and Development's Impact through Accreditation \u003c\/i\u003e(Palgrave, 2020); \u003ci\u003eAdult Learning Basics\u003c\/i\u003e, \u003ci\u003e2nd ed. \u003c\/i\u003e(Association for Talent Development, 2020) \u003ci\u003eWorkforce Development: Guidelines for Community College Professionals\u003c\/i\u003e, 2nd ed. (Rowman-Littlefield, 2020); \u003ci\u003eHuman Performance Improvement: Building Practitioner Performance\u003c\/i\u003e, 3rd ed. (Routledge, 2018); \u003ci\u003eInnovation Leadership \u003c\/i\u003e(Routledge, 2018), \u003ci\u003eEvaluating Organization Development: How to Ensure and Sustain the Successful Transformation \u003c\/i\u003e(CRC Press, 2017), \u003ci\u003eMarketing Organization Development Consulting: A How-To Guide for OD Consultants \u003c\/i\u003e(CRC Press, 2017), and \u003ci\u003eAssessment and Diagnosis for Organization Development: Powerful Tools and Perspectives for the OD Practitioner \u003c\/i\u003e(CRC Press, 2017). \u003c\/p\u003e\u003cp\u003e\u003cstrong\u003ePhillip L. Ealy\u003c\/strong\u003e, MPS, is a retired U.S. Army Officer where he spent time integrating women into previously restricted combat arms roles. He also developed U.S. and foreign militaries, building international coalitions. He works as the coaching coordinator for the Children, Youth, and Families at Risk (CYFAR) grant program. In this role, Ealy trains and develops coaches that work with land-grant universities on implementing government-funded programs for local communities. Ealy holds a Master of Professional Studies in Organization Development and Change and is finishing a PhD in Workforce Education and Development with an emphasis in human resource development and organization development from the Pennsylvania State University. He holds an undergraduate degree in communications from West Virginia State University. \u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eJamie Campbell\u003c\/strong\u003e, MEd, serves as the Assistant Dean for Diversity Enhancement Programs at the Smeal College of Business. He has served as a panelist on topics ranging from social justice to students' issues, and has been a keynote speaker for various leadership programs. He also serves as an advisor to several student organizations within the Smeal College of Business and continues to mentor graduates working in Fortune 500 companies. Campbell is a 1995 graduate of Morehouse College where he obtained his BA in sociology. He obtained his MEd with concentrations in adult education and instruction education from Central Michigan University in 2003. He is a PhD student in the Workforce Education and Development program with concentrations in organization design and human resource development at the Pennsylvania State University. His research focuses on successionplanning as a form of crisis management.\u003c\/p\u003e\u003cdiv\u003e\n\u003cstrong\u003eNumber of Pages:\u003c\/strong\u003e 248\u003c\/div\u003e\u003cdiv\u003e\n\u003cstrong\u003eDimensions:\u003c\/strong\u003e 0.58 x 10 x 7 IN\u003c\/div\u003e\u003cdiv\u003e\n\u003cstrong\u003eIllustrated:\u003c\/strong\u003e Yes\u003c\/div\u003e\u003cdiv\u003e\n\u003cstrong\u003ePublication Date:\u003c\/strong\u003e May 04, 2022\u003c\/div\u003e","brand":"Books by splitShops","offers":[{"title":"Default Title","offer_id":42098120818823,"sku":"9781032027289","price":89.08,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0601\/2623\/2711\/files\/4489ca06b2d02695a6123c05b239e510.webp?v=1732359897","url":"https:\/\/booksby.splitshops.com\/products\/rethinking-organizational-diversity-equity-and-inclusion-a-step-by-step-guide-for-facilitating-effective-change-paperback","provider":"Books by splitShops","version":"1.0","type":"link"}