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首页> 外文期刊>Journal of organizational behavior management >A Behavioral Approach to Organizational Change: Reinforcing Those Responsible for Facilitating the Climate and Hence Promoting Diversity
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A Behavioral Approach to Organizational Change: Reinforcing Those Responsible for Facilitating the Climate and Hence Promoting Diversity

机译：组织变革的行为方法：加强负责促进气候变化并由此促进多样性的责任者

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Despite the passage of the U.S. Civil Rights Act in 1964, cries can still be heard for a more diverse workforce. Among the difficulties are retaining often sought-after women and minorities. In this 2-year demonstration, change agentsthe provost, deans, and heads of departments/schools of a large public universitywere helped to deliberately and directly change the milieu of their departments and schools so as to encourage faculty to remain. Uniquely suited to organizational change, the behavioral approach identifies constructive actions for change agents and, most importantly, provides proven strategies for motivating them. Fostering a supportive climate was defined in terms of change agents' behaviors. The Building Behaviorally Based Climate Survey was developed and validated. Recognition and feedback were provided in what is typically a feedback desert. This reinforcement model can be used to create and sustain inviting atmospheres, hence enticing all faculty, including women and minority faculty, to stay, hence enabling a diverse workforce.
机译：尽管1964年通过了《美国民权法案》，但对于更多样化的员工队伍仍然可以听到哭声。困难之一是保留经常受到追捧的妇女和少数民族。在为期2年的演示中，变革代理人帮助了大型公立大学的教务长，院长和系主任/学校负责人，故意并直接改变了系主任和学校的环境，以鼓励教师继续留任。行为方法非常适合组织变革，它确定变革推动者的建设性行动，最重要的是，提供了行之有效的激励他们的策略。根据变革推动者的行为来定义培育支持性气候。制定并验证了“基于建筑物行为的气候调查”。在通常是反馈的沙漠中提供了识别和反馈。这种强化模型可用于创建和维持诱人的氛围，从而吸引包括女性和少数民族教师在内的所有教师留下来，从而实现多样化的员工队伍。

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