Discussion: View Thread

  • 1.  Organizational endings

    Posted 04-27-2007 10:21
    Dear Colleagues,

    Significant knowledge about organizational processes and leadership
    effectiveness has developed around building and growing organizations.
    However, some organizations have finite lives. These organizations
    develop products and/or programs, employ talented individuals, use and
    grow financial resources and want to create a meaningful legacy. As is
    natural, these organizations wish to remain viable to the end,
    hopefully transferring relevant processes, products and/or programs to
    other interested organizations.

    I'm wondering, what practical advice or suggestions for relevant
    research literature or case studies might respected colleagues who read
    this list serve provide for those interested building an effective
    framework for an organization to reach an effective and meaningful end?

    Appreciatively,
    Karen Keenan


    ____________________________________
    Karen Keenan, Ed.D., RODP
    Keenan Consulting, LLC
    Duluth, MN 55811
    kkeenan1@d.umn.edu


  • 2.  Organizational endings

    Posted 04-27-2007 10:56
    KK: You probably know this already, but Robert Sutton published several good
    papers on this topic.

    -dick moreland-

    ----- Original Message -----
    From: <kkeenan1@D.UMN.EDU>
    To: <OB@AOMLISTS.PACE.EDU>
    Sent: Friday, April 27, 2007 10:20 AM
    Subject: Organizational endings


    > Dear Colleagues,
    >
    > Significant knowledge about organizational processes and leadership
    > effectiveness has developed around building and growing organizations.
    > However, some organizations have finite lives. These organizations develop
    > products and/or programs, employ talented individuals, use and grow financial
    > resources and want to create a meaningful legacy. As is natural, these
    > organizations wish to remain viable to the end, hopefully transferring
    > relevant processes, products and/or programs to other interested
    > organizations.
    >
    > I'm wondering, what practical advice or suggestions for relevant research
    > literature or case studies might respected colleagues who read this list serve
    > provide for those interested building an effective framework for an
    > organization to reach an effective and meaningful end?
    >
    > Appreciatively,
    > Karen Keenan
    >
    >
    > ____________________________________
    > Karen Keenan, Ed.D., RODP
    > Keenan Consulting, LLC
    > Duluth, MN 55811
    > kkeenan1@d.umn.edu
    >


  • 3.  Organizational endings

    Posted 04-27-2007 11:38
    Dear Karen,

    By definition projects have a finite life. You might investigate project management literature, starting with the Project Management Institute and their PMBOK (Project Management Body of Knowledge):
    http://www.pmi.org/info/default.asp

    In the Department of Defense these issues are sometimes addressed under the topic of "contract closeout".

    I did a search in our library and found 15 publications:
    http://bosun.nps.edu/uhtbin/cgisirsi.exe/VsAKmmpDEI/x/270090019/123

    Hope this helps!

    Cheers,
    Roxanne

    *******************************************
    Dr. Roxanne Zolin
    Assistant Professor of
    Management and Enterprise Development
    Graduate School of Business and Public Policy
    Naval Postgraduate School,
    555 Dyer Rd, Ingersoll Hall #301
    Monterey, CA 93943
    Mobile: (831) 869 1700
    *******************************************

    ________________________________

    From: Organizational Behavior Division Listserv on behalf of kkeenan1@D.UMN.EDU
    Sent: Fri 4/27/2007 7:20 AM
    To: OB@AOMLISTS.PACE.EDU
    Subject: Organizational endings



    Dear Colleagues,

    Significant knowledge about organizational processes and leadership
    effectiveness has developed around building and growing organizations.
    However, some organizations have finite lives. These organizations
    develop products and/or programs, employ talented individuals, use and
    grow financial resources and want to create a meaningful legacy. As is
    natural, these organizations wish to remain viable to the end,
    hopefully transferring relevant processes, products and/or programs to
    other interested organizations.

    I'm wondering, what practical advice or suggestions for relevant
    research literature or case studies might respected colleagues who read
    this list serve provide for those interested building an effective
    framework for an organization to reach an effective and meaningful end?

    Appreciatively,
    Karen Keenan


    ____________________________________
    Karen Keenan, Ed.D., RODP
    Keenan Consulting, LLC
    Duluth, MN 55811
    kkeenan1@d.umn.edu


  • 4.  Organizational endings

    Posted 04-27-2007 18:50
    Carolyn Egri and Peter Frost wrote a fantastic article for JME on this
    topic:

    Egri, C.P.*, Keleman, K., and Frost, P.J. (1996). Breaking up is hard to
    do: Building separation and transitions at the end of the course. Journal
    of Management Education, 20(3): 358-368.

    Susan Herman, Professor School of Management
    Director, Northern Leadership Center
    Associate Editor, Journal of Management Education
    University of Alaska Fairbanks
    P.O. Box 756080
    Fairbanks, Alaska 99775-6080
    907-474-1939 (o)
    907-474-5219 (f)


    -----Original Message-----
    From: Organizational Behavior Division Listserv
    [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Richard Moreland
    Sent: Friday, April 27, 2007 6:56 AM
    To: OB@AOMLISTS.PACE.EDU
    Subject: Re: Organizational endings

    KK: You probably know this already, but Robert Sutton published several
    good
    papers on this topic.

    -dick moreland-

    ----- Original Message -----
    From: <kkeenan1@D.UMN.EDU>
    To: <OB@AOMLISTS.PACE.EDU>
    Sent: Friday, April 27, 2007 10:20 AM
    Subject: Organizational endings


    > Dear Colleagues,
    >
    > Significant knowledge about organizational processes and leadership
    > effectiveness has developed around building and growing organizations.
    > However, some organizations have finite lives. These organizations develop

    > products and/or programs, employ talented individuals, use and grow
    financial
    > resources and want to create a meaningful legacy. As is natural, these
    > organizations wish to remain viable to the end, hopefully transferring
    > relevant processes, products and/or programs to other interested
    > organizations.
    >
    > I'm wondering, what practical advice or suggestions for relevant research
    > literature or case studies might respected colleagues who read this list
    serve
    > provide for those interested building an effective framework for an
    > organization to reach an effective and meaningful end?
    >
    > Appreciatively,
    > Karen Keenan
    >
    >
    > ____________________________________
    > Karen Keenan, Ed.D., RODP
    > Keenan Consulting, LLC
    > Duluth, MN 55811
    > kkeenan1@d.umn.edu
    >


  • 5.  Organizational endings

    Posted 04-28-2007 14:42
    In addition to looking at some of the fine, practical references our colleagues already recommended, Karen, it may be fascinating to look at the population ecology theory and its premises and extensions... i.e. everything will end in organizations regardless of the level of control or rigor of end-planning... 
    Even though it may be a departure from the practical cases you were originally asking for, it may frame new approaches to consulting and training engagements alike. 
     
    Andre Avramchuk
    Fielding Graduate University

    -----Original Message-----
    From: kkeenan1@D.UMN.EDU
    To: OB@AOMLISTS.PACE.EDU
    Sent: Fri, 27 Apr 2007 7:20 AM
    Subject: Organizational endings

    Dear Colleagues, 
     
    Significant knowledge about organizational processes and leadership effectiveness has developed around building and growing organizations. However, some organizations have finite lives. These organizations develop products and/or programs, employ talented individuals, use and grow financial resources and want to create a meaningful legacy. As is natural, these organizations wish to remain viable to the end, hopefully transferring relevant processes, products and/or programs to other interested organizations. 
     
    I'm wondering, what practical advice or suggestions for relevant research literature or case studies might respected colleagues who read this list serve provide for those interested building an effective framework for an organization to reach an effective and meaningful end? 
     
    Appreciatively, 
    Karen Keenan 
     
    ____________________________________ 
    Karen Keenan, Ed.D., RODP 
    Keenan Consulting, LLC 
    Duluth, MN 55811 
    kkeenan1@d.umn.edu 
    AOL now offers free email to everyone. Find out more about what's free from AOL at AOL.com.


  • 6.  Organizational endings

    Posted 05-01-2007 10:09
    Dear Colleagues,

    Last week I posted a request for resources about organizational endings
    (see message below). To those who responded, thank you. Your
    suggestions provided valued direction and insight.

    Best regards,
    Karen Keenan



    --On Friday, April 27, 2007 9:20 AM -0500 kkeenan1@d.umn.edu wrote:

    > Dear Colleagues,
    >
    > Significant knowledge about organizational processes and leadership
    > effectiveness has developed around building and growing
    > organizations. However, some organizations have finite lives. These
    > organizations develop products and/or programs, employ talented
    > individuals, use and grow financial resources and want to create a
    > meaningful legacy. As is natural, these organizations wish to remain
    > viable to the end, hopefully transferring relevant processes,
    > products and/or programs to other interested organizations.
    >
    > I'm wondering, what practical advice or suggestions for relevant
    > research literature or case studies might respected colleagues who
    > read this list serve provide for those interested building an
    > effective framework for an organization to reach an effective and
    > meaningful end?
    >
    > Appreciatively,
    > Karen Keenan



    ____________________________________
    Karen Keenan, Ed.D., RODP
    Keenan Consulting, LLC
    Duluth, MN 55811
    kkeenan1@d.umn.edu


  • 7.  Organizational endings

    Posted 05-01-2007 15:17

    Karen, I sent this posting last week regarding organizational endings, but it never made it onto the list serve.  Here it is direct to you:

     

    Carolyn Egri and Peter Frost wrote a fantastic article for JME on the topic of endings:

     

    Egri, C.P.*, Keleman, K., and Frost, P.J. (1996).  Breaking up is hard to do:  Building separation and transitions at the end of the course.  Journal of Management Education, 20(3): 358-368.

     

    Susan Herman, Professor School of Management Director,  Northern Leadership Center Associate Editor, Journal of Management Education University of Alaska Fairbanks P.O. Box 756080 Fairbanks, Alaska 99775-6080

    907-474-1939 (o)

    907-474-5219 (f)

     

     

    -----Original Message-----

    From: <st1:personname w:st="on">Organizational Behavior Division Listserv</st1:personname> [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Richard Moreland

    Sent: Friday, April 27, 2007 6:56 AM

    To: OB@AOMLISTS.PACE.EDU

    Subject: Re: Organizational endings

     

    KK:  You probably know this already, but Robert Sutton published several good papers on this topic.

     

    Susan Herman, Professor School of Management

    Director,  Northern <st1:place w:st="on"><st1:placename w:st="on">Leadership</st1:placename> <st1:placetype w:st="on">Center</st1:placetype></st1:place>

    <st1:placetype w:st="on">University</st1:placetype> of <st1:placename w:st="on">Alaska</st1:placename> <st1:city w:st="on"><st1:place w:st="on">Fairbanks</st1:place></st1:city>

    <st1:address w:st="on"><st1:street w:st="on">P.O. Box</st1:street> 756080</st1:address>

    <st1:place w:st="on"><st1:city w:st="on">Fairbanks</st1:city>, <st1:state w:st="on">Alaska</st1:state> <st1:postalcode w:st="on">99775-6080</st1:postalcode></st1:place>

    907-474-1939 (o)

    907-474-5219 (f)

     

     

    -----Original Message-----
    From: <st1:personname w:st="on">Organizational Behavior Division Listserv</st1:personname> [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of kkeenan1@D.UMN.EDU
    Sent: Tuesday, May 01, 2007 6:09 AM
    To: OB@AOMLISTS.PACE.EDU
    Subject: Re: Organizational endings

     

    Dear Colleagues,

     

    Last week I posted a request for resources about organizational endings

    (see message below). To those who responded, thank you. Your

    suggestions provided valued direction and insight.

     

    Best regards,

    Karen Keenan

     

     

     

    --On Friday, April 27, 2007 9:20 AM -0500 kkeenan1@d.umn.edu wrote:

     

    > Dear Colleagues,

    > 

    > Significant knowledge about organizational processes and leadership

    > effectiveness has developed around building and growing

    > organizations. However, some organizations have finite lives. These

    > organizations develop products and/or programs, employ talented

    > individuals, use and grow financial resources and want to create a

    > meaningful legacy. As is natural, these organizations wish to remain

    > viable to the end, hopefully transferring relevant processes,

    > products and/or programs to other interested organizations.

    > 

    > I'm wondering, what practical advice or suggestions for relevant

    > research literature or case studies might respected colleagues who

    > read this list serve provide for those interested building an

    > effective framework for an organization to reach an effective and

    > meaningful end?

    > 

    > Appreciatively,

    > Karen Keenan

     

     

     

    ____________________________________

    Karen Keenan, Ed.D., RODP

    Keenan Consulting, LLC

    <st1:place w:st="on"><st1:city w:st="on">Duluth</st1:city>, <st1:state w:st="on">MN</st1:state> <st1:postalcode w:st="on">55811</st1:postalcode></st1:place>

    kkeenan1@d.umn.edu