Annotated Bibliography

The Rise in Mental Health in the United States: Comprehending the Past and Moving Forward, Especially in Youth

Andreou, E., Didaskalou, E., & Vlachou, A. (2008). Outcomes of a curriculum-based anti-bullying intervention program on students' attitudes and behavior. Emotional & Behavioral Difficulties, 13(4), 23.5.

Alleck, W., Glass, K., & Macdonald, M. E. (2012). The Limitations of Language: Male Participants, Stoicism, and the Qualiative Research Interview. American Journal of Men's Health , 155 - 162.

The main purpose of this article is to examine various research on the etiology of stuttering. The experimental research explored various brain circuitries involved, specifically the the basal ganglia. Furthermore, the meta-analysis discussed neuroimaging, lesion, pharmacological, and genetic studies on the neural circuitries connected to persistent developmental stuttering and acquired neurogenic stuttering.

Cummings, T. G.; and Worley, C. G. (2015). Organization Development and Change, (10th Ed). Mason, OH. Cengage Learning.

Lockwood, Jocelyn. “Air Quality Worsened in DFW: American Lung Assoc.” NBC 5 Dallas-Fort Worth, NBC 5 Dallas-Fort Worth, 29 Apr. 2015, www.nbcdfw.com/weather/stories/Air-quality-Worsened-in-Dallas-Fort-Worth-American-Lung-Association-301752691.html. Accessed 26 Apr. 2018.

Willcox, C. and Willcox, B., 2009, ‘FOXO3A Genotype and Human Longevity: The New APOE?’ Japanese Journal of Anti-Aging Medicine, vol 5, no.6, pp.804-809.

Organizational Behavior has taught me a lot in regards to learning to work with others and making groups of people work efficiently. While classroom readings and in-class slideshows have been valuable in understanding key concepts, my greatest personal growth has come from both your personal stories, as well as your many invaluable speakers. Throughout this paper, I will focus on the lessons your speakers have taught me, and how those shared lessons will have a positive impact on my future decision-making.

Organizational change is usually triggered by relevant environment shift, either internal or external, that sensed by companies and leads to intentionally generated response (French, Bell & Zawacki, 2006). This paper will discuss several organization development models..

“Management is active, not theoretical. It is about changing behaviour and making things happen. It is about developing people, working with them, effort to achieve objective and goals.”(L.Mullins, 2010. P, 425)

The only long term sustained competitive advantage for an organisation came from the ability of its people to learn faster than those in other organisations and to change the nature of the organisation to match the changes in the environment. For an organisation to be considered to be learning, it must contain certain characteristics and operate in certain environment to do so. How the organisation learns will depend on the interaction between individuals within the organisation and the interaction between the organisation and its external

Organization development is about aiding individuals and organizations change successfully. Experts in a variation of positions can apply organizational development in various settings, and in any type of organization. While emerging as a discipline in the 1960’s, Richard Beckhard defined organizational development key characteristics as planned, organization wide and managed from the top. These three key characteristics are important because they boost organizational effectiveness and well being through mediations in the organization’s developments, by applying behavioral science knowledge.

Organization development grew out of the human relations traditions of the 1940s and 1950s, and it has had enormous influence on management practices and thinking about how organizational effectiveness can be achieved. Critical manpower and resource shortages faced by all organizations, public and private, during World War II and in the immediate post-war years stimulated a search by social scientist and managers, separately and in cooperation with one another, for effective means to maximize the utilization of existing individual and organizational resources. (Ritcher, I 2007). Organization Development was by tradition about planned change efforts, instituted to enhance organization effectiveness within the context of the traditional, hierarchical, management-as-experts, top-down era. The legacy of leaders and organizations developed in this context remain. Organizational Development is about how organizations and people function and how to get them to function better. Organization transformation signals the need to transform mindsets, engage people and make the deep shift to the ongoing mutual learning environment needed for the long-lasting change characteristic of our world today.

Peter Senge argues that not only we humans learn, but organizations also. However, learning itself may not be enough for the organization to survive in this ever-challenging era. In his book, The Fifth Discipline, Senge introduced five ‘disciplines’, namely systems thinking, personal mastery, mental models, building shared vision, and team learning, that characterizes an organization as a learning organization.

Over the last 40 years, organization development has been widely applied in organizations settings across the world since it emanated from United States (Rees, 2008) and has progressed from a limited conceptual and practice base into a comprehensive, global approach to organizational improvement (Glassman and Cummings,1991), so it seems that understanding organization development’s content and its relations to organizations has become more and more critical for OD professions. Therefore, as a student study organizational change and development, I will explore these aspects in this essay.