The GE Work-Out by David Ulrich, Steve Kerr & Ron Ashkenas
How to Implement GE's Revolutionary Method for Busting Bureaucracy & Attacking Organizational Proble

No critic rating

Waiting for minimum critic reviews

See 18 Critic Reviews

unrated

Synopsis

"Famous "Work-Out" change-management tool explained by the people who helped develop it. GE's legendary Work-Out program played a key role in the company's phenomenal success over the past decade and has been implemented in many other organizations. Now three executives and consultants who developed the original Work-Out approach at GE -- often working directly with CEO Jack Welch--discuss the inner workings of Work-Out and their experiences at successfully implementing the program at GE. Filled with effective assessment and decisionmaking tools, The GE Work-Out provides concrete and realistic guidance for anyone who wants to implement Work-Out and break down bureaucracy and hierarchy within an organization."
 

About David Ulrich, Steve Kerr & Ron Ashkenas

See more books from this Author
Dave Ulrich is a Professor at the Ross School of Business, University of Michigan, a partner at the RBL Group, and Executive Director of the RBL Institute. He studies how organizations build capabilities of leadership, speed, learning, accountability, and talent through leveraging human resources. He has helped generate award winning data bases that assess alignment between strategies, organization capabilities, HR practices, HR competencies, and customer and investor results. He has published over 200 articles and book chapters and 23 books. Jon Younger is a partner of the RBL Group, leads the firm's strategic HR practice, and is a director of the RBL Institute. Jon's career has combined experience in consulting, executive management and HR leadership. He has also managed executive compensation and HR strategyHe is a co-author of many articles and book chapters and two books: "HR Transformation" (2009 Justin Allen, Wayne Brockbank, Jon Younger, Mark Nyman), and "HR Competencies" (2008 Wayne Brockbank, Dani Johnson, Kurt Sandholtz, Jon Younger). His articles have appeared in HR Management Journal, HR Planning Journal, Harvard Business Review, Strategic HR Review among others. Wayne Brockbank is a Clinical Professor of Business at the University of Michigan's Ross School of Business and an Emeritus Partner in the RBL Consulting Group. At the Ross School of Business, he is the Co-director (with Dave Ulrich and Dick Beatty) and core faculty of the Advanced Human Resource Executive Program. He is also the Director of HR executive programs in Hong Kong, India, Singapore, and United Arab Emirates. Over the past twenty years, these executive programs have been consistently rated as the best HR executive programs in the United States and Europe by the Wall Street Journal, Business Week, Fortune and Leadership Excellence. He serves on the core faculty to Michigan's senior management executive programs in India. He has held visiting faculty appointments in Argentina, Australia, China, Hong Kong, India, the Netherlands, Kuwait, and Saudi Arabia. Mike Ulrich is a PhD student at the Moore School of Business, University of South Carolina. Before returning to the university, he was a Research Associate for RBL Group where he led the data collection and analysis of the RBL/Michigan global HRCS. Mike's background is focused on research methods and statistical analysis. Mike's work with The RBL Group focused on managing the firm's many research studies (including the HRCS, Leadership Code, and talent management research). Dave Ulrich is a Professor at the Ross School of Business, University of Michigan, a partner at the RBL Group, and Executive Director of the RBL Institute. He studies how organizations build capabilities of leadership, speed, learning, accountability, and talent through leveraging human resources. He has helped generate award winning data bases that assess alignment between strategies, organization capabilities, HR practices, HR competencies, and customer and investor results. He has published over 200 articles and book chapters and 23 books. Jon Younger is a partner of the RBL Group, leads the firm's strategic HR practice, and is a director of the RBL Institute. Jon's career has combined experience in consulting, executive management and HR leadership. He has also managed executive compensation and HR strategyHe is a co-author of many articles and book chapters and two books: "HR Transformation" (2009 Justin Allen, Wayne Brockbank, Jon Younger, Mark Nyman), and "HR Competencies" (2008 Wayne Brockbank, Dani Johnson, Kurt Sandholtz, Jon Younger). His articles have appeared in HR Management Journal, HR Planning Journal, Harvard Business Review, Strategic HR Review among others. Wayne Brockbank is a Clinical Professor of Business at the University of Michigan's Ross School of Business and an Emeritus Partner in the RBL Consulting Group. At the Ross School of Business, he is the Co-director (with Dave Ulrich and Dick Beatty) and core faculty of the Advanced Human Resource Executive Program. He is also the Director of HR executive programs in Hong Kong, India, Singapore, and United Arab Emirates. Over the past twenty years, these executive programs have been consistently rated as the best HR executive programs in the United States and Europe by the Wall Street Journal, Business Week, Fortune and Leadership Excellence. He serves on the core faculty to Michigan's senior management executive programs in India. He has held visiting faculty appointments in Argentina, Australia, China, Hong Kong, India, the Netherlands, Kuwait, and Saudi Arabia. Mike Ulrich is a PhD student at the Moore School of Business, University of South Carolina. Before returning to the university, he was a Research Associate for RBL Group where he led the data collection and analysis of the RBL/Michigan global HRCS. Mike's background is focused on research methods and statistical analysis. Mike's work with The RBL Group focused on managing the firm's many research studies (including the HRCS, Leadership Code, and talent management research). DAVE ULRICH is a professor at the Ross School of Business, University of Michigan, a partner at The RBL Group, and executive director of The RBL Institute. He has published over 200 articles and book chapters and twenty-four books. Visit him online at daveulrich.com WAYNE BROCKBANK is a clinical professor of business at the University of Michigan's Ross School of Business and an emeritus partner in The RBL Group. JON YOUNGER is a partner of The RBL Group, leads the firm's strategic HR practice, and is a director of The RBL Institute. MIKE ULRICH is a PhD student at the Moore School of Business, University of South Carolina, with a background in research methods and statistical analysis. With major contributions from regional colleagues in: Africa Australia China Europe India Latin America Middle East North America Turkey Dave Ulrich is a Professor at the Ross School of Business, University of Michigan, a partner at the RBL Group, and Executive Director of the RBL Institute. He studies how organizations build capabilities of leadership, speed, learning, accountability, and talent through leveraging human resources. He has helped generate award winning data bases that assess alignment between strategies, organization capabilities, HR practices, HR competencies, and customer and investor results. He has published over 200 articles and book chapters and 23 books. Jon Younger is a partner of the RBL Group, leads the firm's strategic HR practice, and is a director of the RBL Institute. Jon's career has combined experience in consulting, executive management and HR leadership. He has also managed executive compensation and HR strategyHe is a co-author of many articles and book chapters and two books: "HR Transformation" (2009 Justin Allen, Wayne Brockbank, Jon Younger, Mark Nyman), and "HR Competencies" (2008 Wayne Brockbank, Dani Johnson, Kurt Sandholtz, Jon Younger). His articles have appeared in HR Management Journal, HR Planning Journal, Harvard Business Review, Strategic HR Review among others. Wayne Brockbank is a Clinical Professor of Business at the University of Michigan's Ross School of Business and an Emeritus Partner in the RBL Consulting Group. At the Ross School of Business, he is the Co-director (with Dave Ulrich and Dick Beatty) and core faculty of the Advanced Human Resource Executive Program. He is also the Director of HR executive programs in Hong Kong, India, Singapore, and United Arab Emirates. Over the past twenty years, these executive programs have been consistently rated as the best HR executive programs in the United States and Europe by the Wall Street Journal, Business Week, Fortune and Leadership Excellence. He serves on the core faculty to Michigan's senior management executive programs in India. He has held visiting faculty appointments in Argentina, Australia, China, Hong Kong, India, the Netherlands, Kuwait, and Saudi Arabia. Mike Ulrich is a PhD student at the Moore School of Business, University of South Carolina. Before returning to the university, he was a Research Associate for RBL Group where he led the data collection and analysis of the RBL/Michigan global HRCS. Mike's background is focused on research methods and statistical analysis. Mike's work with The RBL Group focused on managing the firm's many research studies (including the HRCS, Leadership Code, and talent management research).
 
Published March 25, 2002 by McGraw-Hill. 400 pages
Genres: Business & Economics, Literature & Fiction. Non-fiction

Unrated Critic Reviews for The GE Work-Out

Harvard Business Review

Harvard Business Publishing is an affiliate of Harvard Business School.

Jan 10 2012 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

It’s one of the great contradictions of organizational life: People are great at starting new things — projects, meetings, initiatives, task forces — but have a much harder time stopping the ones that already exist.

Mar 20 2013 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

Perhaps because of the psychological issues described above, these managers don’t get a lot of practice at conflict, or they’ve never been trained in conflict management.

Jun 04 2014 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

Great leaders help their people understand how those personal dreams can be aligned with the organization’s goals, and why upping their investments will improve the odds of success.

Apr 10 2012 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

But today we don’t see many big hats around anymore — and it’s not just because 21st Century leaders dress differently.

Aug 10 2011 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

And, as a result, many organizations have a substantial internal factory that churns out data on a regular basis, as well as external resources on call that produce data for onetime studies and questions.

Mar 01 2010 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

And, as a result, many organizations have a substantial internal factory that churns out data on a regular basis, as well as external resources on call that produce data for onetime studies and questions.

Mar 01 2010 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

And in the absence of those zest factors, people seek their fun and excitement outside of work, through sports, escapist entertainment, family games, travel, etc.Opportunity: My colleagues and I have worked with hundreds of managers over the years who have found creative ways to inject fun into t...

Feb 22 2011 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

Great leaders help their people understand how those personal dreams can be aligned with the organization’s goals, and why upping their investments will improve the odds of success.

Apr 10 2012 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

But today we don’t see many big hats around anymore — and it’s not just because 21st Century leaders dress differently.

Aug 10 2011 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

For example, I know of a senior manager who walked unannounced into his employee’s office, junior HR person in-tow, and declared: “You’ve been fired.

Mar 20 2012 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

In fact, instead of strengthening managers' ability to manage change, we've instead allowed managers to outsource change management to HR specialists and consultants instead of taking accountability themselves — an approach that often doesn't work.

Apr 16 2013 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

As managers, the best we can do is to be more aware of why we avoid or shade the truth — and make sure that it's an appropriate time to do so.

Feb 21 2012 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

To simplify the process of sorting through emails, people should be clear about what they need from specific people.

Aug 20 2013 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

Knowledge also degrades when a new senior executive or CEO introduces a different agenda that doesn't build on earlier knowledge, or contradicts what was done previously.

Mar 05 2013 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

When that happens, everyone will congratulate "Bill" about his promotion to the task force leadership role.

Mar 27 2012 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

Instead, Dirk decided that it was time to bring new thinking to the wholesale distribution industry through a series of conferences and videos that he called "Unleash WD."

Apr 02 2013 | Read Full Review of The GE Work-Out : How to Impl...

Harvard Business Review

Asking these questions in a way that does not trigger defensiveness and that is seen as constructive is an important skill for managers.

Aug 30 2011 | Read Full Review of The GE Work-Out : How to Impl...

Reader Rating for The GE Work-Out
70%

An aggregated and normalized score based on 13 user ratings from iDreamBooks & iTunes


Rate this book!

Add Review
×