Book Chapter10.1007/978-1-349-20317-8_21
Choosing strategies for change.
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TL;DR: Four basic reasons people resist change, various ways of dealing with that resistance, and a guide to the kinds of approaches to use with different types of opposition are given.
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Abstract: Few organizational change efforts tend to be complete failures, but few tend to be entirely successful either. Most efforts encounter problems; they often take longer than expected and desired, they sometimes kill morale, and they often cost a great deal in terms of managerial time or emotional upheaval. More than a few organizations have not even tried to initiate needed changes because the managers involved were afraid that they were simply incapable of successfully implementing them.
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Citations
•Dissertation
The competencies of leaders of innovative change in health service organisations : an exploratory study.
George Stewart Boak
- 01 Sep 2007
TL;DR: Research into the competencies used by leaders of innovative change in health service organisations and the majority of interviewees described bringing about effective change using styles that were not visionary - and therefore that did not employ what is often regarded as a central element of the leadership of change.
5
Disaster Recovery in Workplace Organizations
Tracey E. Rizzuto
- 01 Jan 2009
TL;DR: In this article, the authors discuss features of catastrophic disaster recovery that distinguish it from traditional approaches to organizational change and describe the recovery processes of organizational workplaces and individual employees in response to Hurricane Katrina.
5
Influences of power distance and uncertainty avoidance on innovative work behavior: Mediation effects of self-leadership
Jungsik Kim,Fan Zhou +1 more
TL;DR: In this paper, the authors examined the relationship between employees' cultural value orientations and their innovative work behaviors and the mediation effects of self-leadership in the relationships and found that power distance was negatively related to innovative work behavior for both respondents while uncertainty avoidance was positively associated with innovative work behaviour.
Mitigating the Risks of Large-Scale Engineering Programs through Lean Management
Andri Fritz
- 01 Jan 2013
TL;DR: In this paper, a process model with the three dimensions risk mitigation potential (relevance), degree of implementation and implementation effort of Lean Enablers is proposed, which facilitates the use of risk management in the context of program management and allows for quick identification of program relevant Lean enablers.
5
References
Resistance to Change.
TL;DR: While electric lights, telephones, automobiles, and television had to overcome some fear and suspicion at first, they quickly caught on as discussed by the authors, and new developments in the behavioral sciences with implications for child care, schooling, business, race relations, and international affairs have been less welcome.
447
Organization Change and Development
Michael Beer,Anna Elise Walton +1 more
TL;DR: In this article, the authors apply theory from psychology and organizational behaviour to organizational development, which comprises a set of actions undertaken to improve organizational effectiveness and employee well-being. But they do not discuss the role of organizational behavior in organizational change and development.
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