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Whatever the type of change – restructuring, new processes, organizational merger, new systems, change of leadership, and so on – the model can be used to understand how the organizational elements are interrelated, and so ensure that the wider impact of changes made in one area is taken into consideration.
Organization development (OD) is the study and implementation of practices, systems, and techniques that affect organizational change. The goal of which is to modify a group's/organization's performance and/or culture. The organizational changes are typically initiated by the group's stakeholders.
Change management (CM) is a discipline that focuses on managing changes within an organization.Change management involves implementing approaches to prepare and support individuals, teams, and leaders in making organizational change.
Designing the new organisational way of working and its support and management; Testing and implementing changes, usually in waves (this may take place over a number of years) Bedding in the change so that the organisation cannot move back to how it was and achieves the intended benefits
A way to implement a change is to connect it to organizational membership. People may have to be selected and terminated in terms of their fit with the new culture. [75] Encouraging employee motivation and loyalty is key and creates a healthy culture. Change managers must be able to connect the desired behavior and organizational success.
Organizational culture influences the organization's ability to adapt to change. Culture in an organization is a self-reinforcing set of beliefs, attitudes, and behavior. Culture is one of the most resistant elements of organizational behavior and is extremely difficult to change.
Organizational learning "involves the process through which organizational communities (e.g. groups, departments, divisions) change as a result of experience." An example of organizational learning is a hospital surgical team learning to use new technology that will increase efficiency.
A contingency theory is an organizational theory that claims that there is no best way to organize a corporation, to lead a company, or to make decisions.Instead, the optimal course of action is contingent (dependent) upon the internal and external situation.