Organizational change

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  • How many times have you attempted to change your organization— whether the entity is a team, division, company, government agency, or nonprofit? Like most organizations, yours probably faced severe downsizing in response to the financial crisis of 2008. Reducing personnel, retracting from markets, and scaling down your organization must have presented a difficult leadership challenge. Perhaps in better times you were assigned the task of implementing a new information system, manufacturing procedure, or customer- service process.

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  • Đề tài Managing Successful Organizational Change in the Public Sector nêu lý thuyết về thay đổi tổ chức ở những tổ chức công, các nhân tố đóng góp vào sự thay đổi thành công. Có rất nhiều lý thuyết về thay đổi tổ chức, giúp chúng ta có cái nhìn sâu vào bản chất của thay đổi tổ chức, nguyên nhân của thay đổi và vai trò của các nhà quản lý trong quá trình thay đổi.

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  • Productive Workplaces, 25th Anniversary Edition, traces the origins of and validates “getting the whole system in the room,” a principle that has influenced large scale projects ever since the 1987 edition. The book was voted one of the five most influential books in the field by theOrganization Development Network in 2004. It provides a model, guidelines, and successful methods for improving organizations under conditions of nonstop change.

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  • No matter which way they turn, organizations are increasingly expected to find better and faster ways of responding to the change challenges presented by the revolution in information technology, increased globalization, smarter customers, and a constantly changing employee base.

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  • THE TEAM THAT OPERATED the Nut Island sewage treatment plant in Quincy, Massachusetts, was every manager’s dream. Members of the group performed difficult, dangerous work without complaint. They needed little supervision. They improvised their way around operational difficulties and budgetary constraints. They were dedicated to the organization’s mission. But their hard work let to catastrophic failure.

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  • HE ADDISON-WESLEY SERIES on Organization Development is legendary in the Organizational Development field and the basis for the change field. Its impact on the field of OD, and on the authors in particular, was and still is profound. This new Jossey-Bass Series is the 21st-Century version of the original theory and practice series. The three editors of the earlier books were Edgar Schein, Warren Bennis, and the late Richard Beckhard—true pioneers, founders, and “godfathers” of the field.

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  • The last couple of decades have seen considerable change in the structure of business organisations, caused largely by their desire to gain competitive advantage and by their desire to make use of the technological infrastructure available. Often this has been legitimated as a reaction to the increasingly deregulated free market environment brought into being as a consequence of globalisation.

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  • Every week’s news brings fresh reminders of the complex array of challenges facing contemporary organizations in every sector. While the realities of organizational life may have actually changed very little over the years, the public perception is otherwise as we are bombarded with reports of inefficiencies, ethical violations, greed, cost overruns, corruption, unwieldy bureaucratic procedures, waste, an absence of planning, and leadership ineptness.

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  • Healthcare and healthcare delivery are currently undergoing major changes worldwide as they are increasingly being transformed through the application of technology. Over the past several decades a wide variety of information technologies have been deployed within an ever increasing variety of healthcare settings (ranging from clinical to hospital, community and home settings) in an effort to streamline and modernize healthcare delivery.

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  • In this chapter, we will address the following questions: Since change is always with us, what should I understand about it? How are employees threatened by change, and how can I help them adjust? What are the uses of OD, and how effective is it? What do I need to know to encourage innovation?

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  • E-business research is currently one of the most active research areas. With the rapid advancement in information technologies, e-business is growing in significance and is having a direct impact upon ways of doing business. As e-business becomes one of the most important areas in organizations, researchers and practitioners need to understand the implications of many technological and organizational changes taking place.

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  • An enterprise resource planning (ERP) is an enterprise-wide application software package that integrates all necessary business functions into a single system with a common database. Its implementation is a complex process in terms of technology preparation and organizational change management. Although the importance of knowledge management (KM) in ERP implementation has been recognized, how to conduct knowledge management has not received deserved attention till now. The main objective of this paper is to develop a KMsystem to manage the knowledge of ERP implementation process.

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  • Changing your organizational culture is the toughest task you will ever take on. Your organizational culture was formed over years of interaction between the participants in the organization. can feel like rolling rocks uphill.

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  • In September 2003, Lou Carter’s Best Practices Institute performed a research study on trends and practices in leadership development and organization change. BPI asked organizations in a range of industries, sizes, and positions in the business cycle to identify their top methods of achieving strategic change and objectives. The study found that there is a strong demand, in particular, in the following areas of leadership development and organization change (see Table I.1).

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  • The Toyota Motor Corporation was founded in 1937 by Kiichiro Toyoda. It originally started as a subsidiary of his father’s company Toyoda Industries. The first vehicle, the Toyota AA, was produced in 1936 whilst the company was still associated with Toyoda. The brand as we know it became established as an independent company in 1937 and changed their name to Toyota. The name change was implemented to signify a separation of work and home, to simplify the pronunciation and because it only took 8 brush strokes (which is considered lucky) to write in Japanese.

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  • Business process reengineering is the most popular business concept of the 1990’s. Celebrated in best-selling books (in the U.S., Japan, Brazil, and many countries in Europe), articles in every major business publication, conferences, and even several videotapes, reengineering has penetrated into every continent except Antarctica. Thousands of companies and public sector organizations have initiated reengineering initiatives. Internal and external consultants on the topic have proliferated dramatically. Many universities have created courses on the topic for business school students....

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  • What’s the favorite four-letter word of people who are less than fully organized? “Help!” So many technological, social, and economic changes affect your life that you need organization just to keep up, let alone advance. Many people have two jobs – one at the office and one taking care of things at home. If you have a family, you may count that as a third job. Caring for elderly relatives or have community commitments? You can count off four, five, and keep right on going.

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  • Creating the project office 2. This is a book about improving organizational performance by implementing a project office system that develops project management as a core competency and thus adds value to the organization. A project office consists of a team dedicated to improving the practice of project management in the organization. The improvement in organizational performance is achieved by obtaining more value from projects, making project management a standard management practice, and then moving the organization toward the enterprise project management concept....

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  • Creating the project office 1. This is a book about improving organizational performance by implementing a project office system that develops project management as a core competency and thus adds value to the organization. A project office consists of a team dedicated to improving the practice of project management in the organization. The improvement in organizational performance is achieved by obtaining more value from projects, making project management a standard management practice, and then moving the organization toward the enterprise project management concept....

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  • Well into the swiftly approaching millennium, project management will continue to be a highly desired skill in the midst of great change. Because rigid organizational boundaries and responsibilities have blurred and new technologies are changing the ways of doing business, results must be delivered more quickly and accurately than ever before. These circumstances call for people who can deal with ambiguity and time pressures while simultaneously accomplishing project goals—in other words, people who display excellence in project management....

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