end, discoveries were presented and discussed with the President of the firm and goals were established. The change principles were then relayed to the other members of the management group, who were invited to share their vision and views, however, these principles were met with conflict and friction. Previously, company wide decisions were made by these few individuals in senior management. Regrettably, these corporate leaders did not have the wherewithal to forecast the effects of their decisions
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BUS661: Leading Organizational Change-week 2 discussion questions and student responses-need two responses from each discussion -- thanks by Monday no later than Tuesday morning. Week 2 Discussions and Assignment Proteach-need the discussions by Thursday and responses I will provide later by Saturday and assignment by Sunday or no later than Monday please. Need at least one preferably 2 APA cites to maintain an A+ grade. Thanks!! To participate in the following Discussion Forums, go to this week's
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Key factors involved in the change process: The factors involved in the change process are * People factors - attitudes, leadership skills, communication skills, and all other characteristics of the human resources within the organization * Structural factors - organizational controls, such as policies and procedures * Employees factors - any type of equipment or processes that assist organization members in the performance of their jobs For an organization to maximize its effectiveness
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organizational development was implemented in organizations via consultants, but was relatively unknown as a theory of practice and had no common definition among its practitioners. Richard Beckhard, an authority on organizational development and change management, defined organizational development as "an effort, planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's processes, using behavioral-science
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International Journal of Economy, Management and Social Sciences, 2(2) February 2013, Pages: 31-36 TI Journals International Journal of Economy, Management and Social Sciences www.waprogramming.com ISSN 2306-7276 PEST Analysis: The case of E-shop Dimitrios Nikolaou Koumparoulis Full-time Professor of Economics and Management, Universidad Azteca – Mexico. AR TIC LE INF O Keywords: AB STR AC T PEST analysis stands for "Political, Economic, Social, and Technological analysis" and describes
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Innovation and Change This chapter explores how organizations change and how managers direct the innovation and change process. First we look at the forces driving a need for change in today’s organizations. The next section describes the four types of change technology, product, structure, people—occurring in organizations, and how to manage change successfully. The organization structure and management approach for facilitating each type of change is then discussed. Management techniques for influencing
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APPRECIATIVE INQUIRY AS AN ORGANIZATIONAL DEVELOPMENT TOOL by Charles F. Martinetz, PhD Appreciative inquiry can get you much better results than seeking out and solving problems. That’s an interesting concept for me—and I image for most of you—because telephone companies are among the best problem solvers in the world. We trouble shoot everything. We concentrate enormous resources on correcting problems that have relatively minor impact on our overall service performance. When used continually
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Analysis: The case of E-shop Dimitrios Nikolaou Koumparoulis Full-time Professor of Economics and Management, Universidad Azteca – Mexico. AR TIC LE INF O AB STR AC T Keywords: PEST analysis stands for "Political, Economic, Social, and Technological analysis" and describes a framework of macro-environmental factors used in the environmental scanning component of strategic management. At this paper we study the case of E-shop, a private company in Greece, illustrating the reasons why
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A Time for Change Having the ability and desire to change in todays every changing culture is a necessity in order for any organization to be able to sustain growth. Change can occur on a large scale such as a complete makeover for an organization or it can form on a small scale such as employees within the organization. This paper will diagnose and devise a plan to create change within the organization of JCP. The change will be devised by using Kotters 8 Step Change process to change the overall
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ABSTRACT When there is a need for change an organization is more effective and successful when it is properly managed. Our study specifies the top five tools to manage organizational change based on “Five levers of organizational change management” by Prosci (1996-2011), Inc. “The discipline of change management has a set of tools that support the "people side" of change - regardless of the change that is being introduced.” The five tools are: communication, sponsor plan, coaching plan, training
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