CASE DESCRIPTION This case is designed for the study of leadership and organizational change within a unit of a larger organization. As such it provides an important learning experience for students who are already managers or who aspire to that level of responsibility. The primary learning opportunities address building a vision at the unit level, restructuring for success, overcoming resistance to change internally and across other units of a larger corporation, building support with powerful
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organizational change, OD, the history of the field, leading change, consulting skills, and organizational effectiveness and health in undergraduate and graduate programs in management, the professions, and the administrative sciences, as well as those involved in professional development and corporate education activities. More specifically, this guide provides opportunities for both new and seasoned educators to learn more about (1) the possibilities in teaching about organizational change and development;
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SECTION 1: INTRODUCTION 1.1 Background of Sentosa Development Corporation Sentosa Development Corporation (SDC) is a Singapore corporation. It was founded on 1 September 1972 as a Statutory Board under the Ministry of Trade and Industry and develops services, facilities and amenities on Sentosa for visitors. In 1974, Singapore cable car system was built for linking Sentosa to Mount Faber and starts operations. Fort Siloso, Kusu Island, Surrender Chambers wax museum and St John’s Island was opened
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providing educational services. While governments remains the main financier of primary and secondary education, a substantial share of education worldwide is now delivered by private agents (Lewin and Sayed, 2005). But according to Patrinos, Osorio and Guaqueta (2009), public private partnership may face resistance from certain stakeholders. Further, as in any case and circumstance, parents and school involvements are challenged by barriers. According to Chadwick (2004), these barriers include lack of
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[pic] Organisational Change Management in Stanley Works Introduction The change process of management in an organisation is not an easy task to implement and execute; especially, if the employee’s are already immune to the company’s existing organisational culture, practices, policies and standards. Waddell/Cummings & Worley (2011) cited in Lewin’s Change Process (2001) suggested that an evolutionary three phase theory would motivate people and cultivate newly acquired patterns
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accepted that change is the only constant in life. Change is the process of moving from a current state to a potential future state, whether planned or unplanned and comprises of the expected and the unexpected (Dawson et al, 2014). Change is an ongoing phenomenon, existence is synonymous to change, as such, it is an integral part of the life of an organisation. Organisational change is the framework for managing the ‘transition state’ of the organisation. As earlier defined, change is a movement
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Total Quality Management as a Tool for Organizational Change The case of Motorola by Sverker Alänge CIM Working Paper No: WP 1992-01 ISSN 0280-9753 Acknowledgement This article has greatly benefitted from stimulating discussion with my colleagues Christer Oskarsson, Sari Scheinberg and Niklas Sjöberg, and not least the opportunity to learn from and discuss matters with Bill Smith of Motorola. Sverker Alänge This study is collaboration Department of University of part of a research
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Effective HR systems: The impact of organizational climate and organizational strategy on strategic behaviour Industrial and Organizational Psychology Bachelor Thesis Student: Ludwig Fritzsch 0095605 Docents: Prof. Dr. Karin Sanders Drs. Ivy Goedegebure University of Twente Enschede, 30th of July 2009 Preface Within my bachelor education in industrial and organizational psychology at the University of Twente, I conducted this research and immersed
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LEADERSHIP STYLE, A CORRELATIONAL STUDY IN LEADERSHIP STYLE AND USE-OF-FORCE BEHAVIOR OF POLICE OFFICERS by Tommy Sickels Copyright June, 2015 A Dissertation Presented in Partial Fulfillment Of the Requirements for the Degree Doctorate in Educational Leadership University of Phoenix The Dissertation Committee for Tommy Sickels certifies that this may be the approved version of the following dissertation: The Dissertation Committee for Tommy Sickels certifies approval of the following
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COMPANY BACKGROUND Generally, Pos Malaysia is a post services company in which it was restructured in 1992 as it switches from Malaysian Postal Services Department or Jabatan Perkhidmatan Pos Malaysia into a business corporation. Since there is some change in the structure and system of the company, Pos Malaysia Bhd tends to continues its services as providing mail services, logistics transportation, letter services, postal services, venture into parcel delivery, registrations, insurance service, transaction
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