Queen's University IRC

Organizational Effectiveness

Key Learnings for Building our Future

Canada’s Pandemic Response: Key Learnings for Building our Future

What if the entire population becomes vulnerable due a pandemic? COVID-19 took the world by surprise, then by storm, compelling us to adapt to new realities which considerably impact our individual, social and professional lives. The Canadian Federal Government, responsible for leading the pandemic crisis response, had to take effective and swift action in a rapidly shifting environment, driven by a new and mysterious threat. Implementing a multitude of effective responses across the country during COVID-19 posed a significant challenge for the Federal Government with regards to speed, agility and performance, and they proved up to the task, using an action learning, collaborative and iterative approach.

Facing the Storm

Leveraging Pandemic Learnings (Part 1)

Emergencies and crises often create the perfect storm for transformation, as change is primarily driven by the powerful winds of Pain and/or Gain. Not surprisingly, up to 80% of change is propelled by Pain, a wake up call that pushes us out of complacency, providing opportunities to raise the bar, innovate, shift paradigms, modernize, and make systems work better for more people.

Brand Canada

The Rising Importance of a National Brand for Organizations – Part 2

In 2004, my colleague Amal Henein and I, undertook a pan-Canadian research project seeking answers to the following questions: How is Canadian Leadership different from that of other countries? How effective is the Canadian Leadership brand and how can we expand our capacity to lead? How can we ensure Canada has an abundant supply of capable leaders? How can we strengthen our leadership presence and impact, particularly in the international arena?

Performance Management – Many Possibilities...and Implications

Performance Management – Many Possibilities…and Implications

Performance Management (PM) has become a core organizational strategy and management priority for many organizations. PM can effectively be used to drive accountability, quality, productivity, competence, and rewards and recognition. Going beyond simply a tool to drive “appraisals” and incentive rewards, it can drive a sophisticated quality and performance-based culture.

Recruiting Talent Using Applicant Tracking Systems

Recruiting Talent Using Applicant Tracking Systems

As demographics, technology and social media change, so must approaches to recruiting talent.Companies who establish innovative recruiting practices will have a competitive advantage for attracting quality candidates. Applicant Tracking Systems (ATS) are a key component of this. Their ability to provide an improved candidate experience leads to a greater talent pool from which to draw and, by automating routine recruiting activities, also provides Human Resource (HR) professionals and hiring managers time to focus on other aspects of recruiting.

The way forwar in employment relations

The Way Forward in Employment Relations

The idea of co-operation seems to be one that exists only in children’s books with no real place in the business world. However, to survive in the times that we live in the more successful organizations, and indeed nations, are embracing the values of co-operation. The study sought to determine the relevance of utilizing the tools of co-operation such as social dialogue in a dynamic setting. 

Organization Development Primer: A Review of Large Group Interventions

Large group interventions are designed to help people collaborate effectively by thinking and acting from a whole-systems perspective. “Whole systems” refers to the way an organization operates internally through its processes and externally through its relations to customers and other stakeholders. There are a number of core values underpinning all whole-systems change methodologies.

City of Regina’s Blueprint for Change

At the City of Regina, two related factors have been driving the successful restructuring of its Community and Protective Services Division. The first is the Queen’s IRC Blueprint for Diagnosing Organizational Effectiveness, which has provided the map for change. And the second is the enthusiasm for the Blueprint tool from the City’s senior management. “The …

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Work Re-organization in Canada: An Overview of Developments

The current restructuring of the Canadian economy is leading to a number of workplace changes, designed both to increase the productivity and competitiveness performance of firms and improve the work environment for employees.  This paper provides a comprehensive overview of work organization through increased employee participation in decision-making. As well, other aspects of workplace change will at times be referred to given the close interrelationships between the different aspects of workplace change.

 

Stressful Working Conditions and Union Dissatisfaction

This paper examines the relationship between stressful working conditions and union members' dissatisfaction with their union. Few studies to date have examined this relationship and existing studies report contradictory findings. That is, some studies find that stressful work is associated with satisfaction with the union while other studies find either no relationship or that stressful work is associated with dissatisfaction with the union.

Facilitating Organizational Commitment Through Human Resource Practices

High organizational commitment has consistently been associated with lower employee turnover, decreased absenteeism, longer job tenure, and in several studies, enhanced performance. These aspects of employee behaviour are of strategic concern to organizations. This paper brings the extensive academic knowledge of organizational commitment together in one essay for use by organizational practitioners.

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