There has been a consideration of several different aspects and dimensions with respect to change. These concepts have been related for analysis with the case study of BTS. Based on this analysis and application of theory, a number of factors have been identified with respect to communication, personal transition and motivation. Further ahead, different models have been represented followed by the application of theory on the case. Based on the analysis, it has been found that there are close parallels amongst BTS and Avinor. This is with respect to the lack of different factors in both the companies and hence, recommendations have been provided in accordance with it.
Relevance of Communication in Social WorkRichi Simon
Communication is considered to be an essential skill in Social Work practice. The paper throws light on the significance of communication while carrying out Social Work. Social workers are change agents and communication is a vital aspect for bringing the desired change. This paper also emphasizes the use of communication at different levels of interventions, barriers to communication and ways to overcome them. The paper, thus, highlights communication as a key concern for the growth of Social Work Profession.
Introduction to Organizational BehaviorAmare_Abebe
The Presentation contains:
Organizational Behavior: Meaning, scope and Foundations
Systematic study of behavior
Scope of OB
Fundamental concepts of OB
Importance of OB
Model of OB
Relevance of Communication in Social WorkRichi Simon
Communication is considered to be an essential skill in Social Work practice. The paper throws light on the significance of communication while carrying out Social Work. Social workers are change agents and communication is a vital aspect for bringing the desired change. This paper also emphasizes the use of communication at different levels of interventions, barriers to communication and ways to overcome them. The paper, thus, highlights communication as a key concern for the growth of Social Work Profession.
Introduction to Organizational BehaviorAmare_Abebe
The Presentation contains:
Organizational Behavior: Meaning, scope and Foundations
Systematic study of behavior
Scope of OB
Fundamental concepts of OB
Importance of OB
Model of OB
Lasswell's communication model was developed by communication theorist Harold D. Lasswell (1902-1978) in 1948. Lasswell’s model of communication (also known as action model or linear model or one way model of communication) is regarded as one the most influential communication models.
A presentation on communication for administrative purposes.
Communication, according to J.O Ogunbayo,"could be described concisely as transference and understanding of meaning".
Content
Introduction
Brief History of the Casework Process
Process in Case Work:
Intake and psycho-social study,
Tools and Techniques in the beginning phase
Social Diagnosis (Assessment)
Intervention (Treatment)
Termination and follow up
Evaluation
Tasks of the Social Case Worker
Role of the Social Case Worker
References
Strategic management, Analyzing the building blocks of WaltonMd. Ismail Hossen
An assignment prepared for the purpose of analyzing the four building blocks of Walton ( Refrigeration Department)
1) Achieving Superior Efficiency
2) Achieving Superior Quality
3) Achieving Superior Innovation
4) Achieving Superior Customer Responsiveness
10 week lecture series on introducing counselling students to basics of research. Lecture series is based on Sanders & Wilkins (2010) First Steps in Practitioner Research PCCS books
Models of communication are conceptual models used to explain the human communication process.
The basic concept of communication is the process of sending and receiving messages or transferring information from one (sender) to another (receiver).
Sender (Information source) – Sender is the person who makes the message, chooses the channel and sends the message.
Encoder (Transmitter) –Encoder is the sender who uses machine, which converts message into signals or binary data. It might also directly refer to the machine.
Channel –Channel is the medium used to send message.
Decoder (Receiver) – Decoder is the machine used to convert signals or binary data into message or the receiver who translates the message from signals.
Receiver (Destination) –Receiver is the person who gets the message or the place where the message must reach. The receiver provides feedback according to the message.
Noise –Noise is the physical disturbances like environment, people, etc. which does not let the message get to the receiver as what is sent.
Schramm's Model of Communication was postulated by Wilbur Schramm in 1954, where he suggested that communication is a two way process where both sender and receiver take turns to send and receive a message.
This model was adapted from the theories of another theorist Osgood, so is also known as Osgood and Schramm Model of Communication or Encode-Decode Model of Communication.
This is model is also known as Dual Approcah or Circular Communication
Lasswell's communication model was developed by communication theorist Harold D. Lasswell (1902-1978) in 1948. Lasswell’s model of communication (also known as action model or linear model or one way model of communication) is regarded as one the most influential communication models.
A presentation on communication for administrative purposes.
Communication, according to J.O Ogunbayo,"could be described concisely as transference and understanding of meaning".
Content
Introduction
Brief History of the Casework Process
Process in Case Work:
Intake and psycho-social study,
Tools and Techniques in the beginning phase
Social Diagnosis (Assessment)
Intervention (Treatment)
Termination and follow up
Evaluation
Tasks of the Social Case Worker
Role of the Social Case Worker
References
Strategic management, Analyzing the building blocks of WaltonMd. Ismail Hossen
An assignment prepared for the purpose of analyzing the four building blocks of Walton ( Refrigeration Department)
1) Achieving Superior Efficiency
2) Achieving Superior Quality
3) Achieving Superior Innovation
4) Achieving Superior Customer Responsiveness
10 week lecture series on introducing counselling students to basics of research. Lecture series is based on Sanders & Wilkins (2010) First Steps in Practitioner Research PCCS books
Models of communication are conceptual models used to explain the human communication process.
The basic concept of communication is the process of sending and receiving messages or transferring information from one (sender) to another (receiver).
Sender (Information source) – Sender is the person who makes the message, chooses the channel and sends the message.
Encoder (Transmitter) –Encoder is the sender who uses machine, which converts message into signals or binary data. It might also directly refer to the machine.
Channel –Channel is the medium used to send message.
Decoder (Receiver) – Decoder is the machine used to convert signals or binary data into message or the receiver who translates the message from signals.
Receiver (Destination) –Receiver is the person who gets the message or the place where the message must reach. The receiver provides feedback according to the message.
Noise –Noise is the physical disturbances like environment, people, etc. which does not let the message get to the receiver as what is sent.
Schramm's Model of Communication was postulated by Wilbur Schramm in 1954, where he suggested that communication is a two way process where both sender and receiver take turns to send and receive a message.
This model was adapted from the theories of another theorist Osgood, so is also known as Osgood and Schramm Model of Communication or Encode-Decode Model of Communication.
This is model is also known as Dual Approcah or Circular Communication
Business and Economics Research Journal Volume 5 Number .docxRAHUL126667
Business and Economics Research Journal
Volume 5 Number 4
2014
pp. 143-166
ISSN: 1309-2448
www.berjournal.com
The Role of Corporate Communication and Perception of Justice
during Organizational Change Process
Neşe Saruhan
a
a
PhD., Bahcesehir University, Istanbul, Turkiye, [email protected]
Abstract: Today, researchers have been exploring employee’s resistance to change and how to
foresee these aversive behaviors during organizational change process (Armenakis & Harris, 2002, Dent
& Goldberg, 1999, Oreg & Sverdlik, 2011). Some employees view organizational change in a negative
way even if change efforts will results in favorable consequences for them. At this point,
communication process has a crucial effect on the perception of employees towards change process. In
addition, several studies confirm the role of perceived justice in the organization during organizational
change. So, the effects of communication and perception of justice on behaviors of employees during
change process and the contribution of communication on resistance to change through perception of
organizational justice was explored. The research was conducted among 583 employees in Turkey. The
results of the regression analysis showed that perception of organizational justice plays a mediating
role between communication to resistance and change.
Keywords: Change, resistance to change, perception of justice, communication.
JEL Classification: M10, M12
1. Introduction
Global competition, new age information technologies, global economic crises, new
political strategies and rapidly evolving consumption trends are stimulants for organizational
change. Organizations must implement continuous and transformational change to remain
competitive (Cohen, 1999). For instance, Forbes published its first Top 100 Companies list in
1917. It re-printed it in 1987, showing that 61 of the original 100 companies has no longer
existed (Foster & Kaplan, 2001). This shows that in today’s dynamic world, organizations must
change or go out of business.
So, organizational change has become a very popular subject for scholars and
researchers. Organizations have been spending huge amounts of money, time and human
capital to be successful in their change efforts. However, Beer, Eisenstat and Spector (1990)
noted that change programs often failed or made situations worse. Such results have led
researchers and practitioners to search how organizations can successfully accomplish
change processes. The reasons for failure in the change process were found as technological
difficulties and lack of money, but most importantly, human related problems (Lawrence,
1954 cited in Foster, 2008).
The Role of Corporate Communication and Perception of Justice during Organizational Change Process
Business and Economics Research Journal
5(4)2014
144
There are several studies that have attempted to understand and predict emp ...
Business and Economics Research Journal Volume 5 Number .docxhumphrieskalyn
Business and Economics Research Journal
Volume 5 Number 4
2014
pp. 143-166
ISSN: 1309-2448
www.berjournal.com
The Role of Corporate Communication and Perception of Justice
during Organizational Change Process
Neşe Saruhan
a
a
PhD., Bahcesehir University, Istanbul, Turkiye, [email protected]
Abstract: Today, researchers have been exploring employee’s resistance to change and how to
foresee these aversive behaviors during organizational change process (Armenakis & Harris, 2002, Dent
& Goldberg, 1999, Oreg & Sverdlik, 2011). Some employees view organizational change in a negative
way even if change efforts will results in favorable consequences for them. At this point,
communication process has a crucial effect on the perception of employees towards change process. In
addition, several studies confirm the role of perceived justice in the organization during organizational
change. So, the effects of communication and perception of justice on behaviors of employees during
change process and the contribution of communication on resistance to change through perception of
organizational justice was explored. The research was conducted among 583 employees in Turkey. The
results of the regression analysis showed that perception of organizational justice plays a mediating
role between communication to resistance and change.
Keywords: Change, resistance to change, perception of justice, communication.
JEL Classification: M10, M12
1. Introduction
Global competition, new age information technologies, global economic crises, new
political strategies and rapidly evolving consumption trends are stimulants for organizational
change. Organizations must implement continuous and transformational change to remain
competitive (Cohen, 1999). For instance, Forbes published its first Top 100 Companies list in
1917. It re-printed it in 1987, showing that 61 of the original 100 companies has no longer
existed (Foster & Kaplan, 2001). This shows that in today’s dynamic world, organizations must
change or go out of business.
So, organizational change has become a very popular subject for scholars and
researchers. Organizations have been spending huge amounts of money, time and human
capital to be successful in their change efforts. However, Beer, Eisenstat and Spector (1990)
noted that change programs often failed or made situations worse. Such results have led
researchers and practitioners to search how organizations can successfully accomplish
change processes. The reasons for failure in the change process were found as technological
difficulties and lack of money, but most importantly, human related problems (Lawrence,
1954 cited in Foster, 2008).
The Role of Corporate Communication and Perception of Justice during Organizational Change Process
Business and Economics Research Journal
5(4)2014
144
There are several studies that have attempted to understand and predict emp ...
watch at least three of the following short videos from the PBS Fr.docxjessiehampson
watch at least three of the following short videos from the PBS Frontline World (Stories by Region - Africa) site or one longer documentary film from the PBS Frontline site. Frontline is a highly respected documentary film producer. While a few of the films are somewhat older, the content is relevant to our study of Sub-Saharan Africa and this week’s DB topic. If any of the links are inaccessible, simply select another film.
For this week's DB assignment you should discuss one or both of the following questions:
1. How much should Sub-Saharan Africa's current challenges (poverty, conflict, debt, etc.) be attributed to factors such as European colonization or outside forces such as globalization …or how much are they now the responsibility of Africans?
2. Does (and if so, how much) the international community have a responsibility to help Africans with challenges such as diseases (HIV/AIDS, Malaria, etc.), poverty, inequitable land distribution, ethnic and religious conflict, debt, etc.? If so, please give some specific examples of what should and can be done.
Here are a few links:
· Liberia: Give peace a chance - http://www.pbs.org/frontlineworld/rough/2007/05/liberia_give_pe.html
· Zimbabwe: Shadows and Lies - http://www.pbs.org/frontlineworld/stories/zimbabwe504/video_index.html
· South Africa: Inside the cycle of rape - http://www.pbs.org/frontlineworld/rough/2010/07/south_africa_a.html
· This Land is Ours: Who should own Namibia's farms? - http://www.pbs.org/frontlineworld/rough/2005/08/this_land_is_ou.html
· Somalia: A Reporter's Search for Al Qaeda - http://www.pbs.org/frontlineworld/rough/2007/02/somalia_a_repor.html
· Ghana: Digital Dumping Ground - http://www.pbs.org/frontlineworld/stories/ghana804
Business and Economics Research Journal
Volume 5 Number 4
2014
pp. 143-166
ISSN: 1309-2448
www.berjournal.com
The Role of Corporate Communication and Perception of Justice
during Organizational Change Process
Neşe Saruhan
a
a
PhD., Bahcesehir University, Istanbul, Turkiye, [email protected]
Abstract: Today, researchers have been exploring employee’s resistance to change and how to
foresee these aversive behaviors during organizational change process (Armenakis & Harris, 2002, Dent
& Goldberg, 1999, Oreg & Sverdlik, 2011). Some employees view organizational change in a negative
way even if change efforts will results in favorable consequences for them. At this point,
communication process has a crucial effect on the perception of employees towards change process. In
addition, several studies confirm the role of perceived justice in the organization during organizational
change. So, the effects of communication and perception of justice on behaviors of employees during
change process and the contribution of communication on resistance to change through perception of
organizational justice was explored. The research was conducted among 583 employees in Turkey. The
results of the regres ...
Journal of Organizational Change ManagementIntegrating the o.docxtawnyataylor528
Journal of Organizational Change Management
Integrating the organizational change literature: a model for successful change
Serina Al-Haddad Timothy Kotnour
Article information:
To cite this document:
Serina Al-Haddad Timothy Kotnour , (2015),"Integrating the organizational change literature: a model
for successful change", Journal of Organizational Change Management, Vol. 28 Iss 2 pp. 234 - 262
Permanent link to this document:
http://dx.doi.org/10.1108/JOCM-11-2013-0215
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(2011),"Managing successful change", Industrial and Commercial Training, Vol. 43 Iss 6 pp. 349-353
http://dx.doi.org/10.1108/00197851111160478
(2015),"Causes of stress before, during and after organizational change: a qualitative study",
Journal of Organizational Change Management, Vol. 28 Iss 2 pp. 301-314 http://dx.doi.org/10.1108/
JOCM-03-2014-0055
(2015),"Diffusion of changes in organizations", Journal of Organizational Change Management, Vol.
28 Iss 1 pp. 134-152 http://dx.doi.org/10.1108/JOCM-04-2014-0081
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http://dx.doi.org/10.1108/JOCM-11-2013-0215
Integrating the organizational
change literature: a model for
successful change
Serina Al-Haddad and Timothy Kotnour
Department of Industrial Engineering and Management Systems,
University of Central Florida, Orlando, Florida, USA
Abstract
Purpose – The purpose of this paper is to contribute a roadmap to the change management literature,
and provide definitions for describing change types, change enablers and change methods. This paper
also proposes aligning the change type with the change method to find the effect on the chan ...
A theoretical framework oforganizational changeGabriele .docxstandfordabbot
A theoretical framework of
organizational change
Gabriele Jacobs
Rotterdam School of Management, Erasmus University Rotterdam, Rotterdam,
The Netherlands
Arjen van Witteloostuijn
University of Antwerp, Antwerp, Belgium, Tilburg University, Tilburg,
The Netherlands, and Utrecht University, Utrecht, The Netherlands, and
Jochen Christe-Zeyse
Fachhochschule der Polizei Brandenburg, Brandenburg, Germany
Abstract
Purpose – Organizational change is a risky endeavour. Most change initiatives fall short on their
goals and produce high opportunity and process costs, which at times outweigh the content benefits of
organizational change. This paper seeks to develop a framework, offering a theoretical toolbox to
analyze context-dependent barriers and enablers of organizational change. Starting from an
organizational identity perspective, it aims to link contingency-based approaches, such as
environmental scan, SWOT and stakeholder analysis, with insights from organizational behaviour
research, such as knowledge sharing and leadership.
Design/methodology/approach – The framework is informed by long-lasting field research into
organizational change in an international policing environment. The theories in the framework are
selected from the perspective of field validity in two ways; they were chosen because the topics
covered by these theories emerged as relevant during the field research and therefore it can be
expected they have applicability to the field. The authors’ insights and suggestions are summarised in
13 propositions throughout the text.
Findings – The analysis provides a clear warning that organizational change is more risky and
multifaceted than change initiators typically assume. It is stressed that the external environment and
the internal dynamics of organizations co-determine the meaning of managerial practices. This implies
that cure-all recipes to organizational change are bound to fail.
Originality/value – This paper makes an ambitious attempt to cross disciplinary boundaries in the
field of organizational change research to contribute to a more comprehensive and holistic
understanding of change processes by integrating perspectives that focus on the internal context and
the external environment of organizations.
Keywords Organizational change, Contingency analysis, Culture, Leadership, Environmental scan,
Police, Public security, Public management, International environment, Costs of change, Policing
Paper type Research paper
Organizational change as a risky strategy
Organizational change is omnipresent, being the raison d’être of the consultancy
industry (Sorge and van Witteloostuijn, 2004). Modern organization sciences have
The current issue and full text archive of this journal is available at
www.emeraldinsight.com/0953-4814.htm
The authors would like to thank the project partners for their contribution to this work. This
research is partially funded by the European Commission in the context of the COMPOSITE
projec.
WHEN CHANGEBECOMESTRANSFORMATIONA case study of change.docxphilipnelson29183
WHEN CHANGE
BECOMES
TRANSFORMATION
A case study of change
management in Medicaid
offices in New York City
Kimberley R. Isett, Sherry A.M. Glied,
Michael S. Sparer and Lawrence D. Brown
Kimberley R. Isett
School of Public Policy, Georgia Institute of
Technology, Atlanta, USA
E-mail: [email protected]
Sherry A.M. Glied
Department of Health Policy and Management
Mailman School of Public Health, Columbia
University, New York, USA
E-mail: [email protected]
Michael S. Sparer
Department of Health Policy and Management
Mailman School of Public Health, Columbia
University, New York, USA
E-mail: [email protected]
Lawrence D. Brown
Department of Health Policy and Management,
Mailman School of Public Health, Columbia
University, New York, USA
E-mail: [email protected]
This work was completed under contract to the
Human Resources Administration in New York City.
Abstract
This paper examines the implementation of
large, transformative change in the Medicaid
offices in New York City to improve efficiency
and consumer-friendliness. A bottom-up
process was engaged to design and imple-
ment the needed changes from those who
were most affected by the change. Key
informant interviews and observational site
visits were conducted to assess the extent to
which the change efforts were successful. We
found that the changes impacted both
quantitative measures of success (such as
client processing times and number of clients
served) as well as less tangible qualitative
indicators of success such as staff attitudes
and office climate.
Key words
Change, human services
Vol. 15 Issue 1 2013 1–17
Public Management Review ISSN 1471-9037 print/ISSN 1471-9045 online
! 2013 Taylor & Francis
http://www.tandfonline.com
http://dx.doi.org/10.1080/14719037.2012.686230
The organizational change literature frequently stresses the difficulty of motivating
frontline employees to accept and implement change initiatives. Employees
presumably have a vested interest in maintaining status quo for a variety of reasons
including institutional pressures, power, comfort level and ambivalence towards a
proposed change (Cyert and March 1963; Piderit 2000; Tucker 1993). However,
new research refutes the traditional view of frontline employees as recalcitrant
obstacles to change, and instead sees their position and resourcefulness as a generally
untapped opportunity to make change efforts successful (e.g. Ford et al. 2008;
Kelman 2005).
One of the environments where it is thought that change is difficult to accomplish is
in public organizations. Public organizations are often structured to emulate Weber’s
ideal bureaucracy – control through rules and technical adherence to those rules is
prized (Mashaw 1983; Weber 1946). Inertia and adherence to rules can make it difficult
for real change to happen. Further, Federalist systems can exacerbate inertia through
creating layers of rules and regulations at each level of government. And in locations
with strong organized labour unions, whose mai.
Page 107 Journal of Organizational Culture, Communications.docxbunyansaturnina
Page 107
Journal of Organizational Culture, Communications and Conflict, Volume 17, Number 2, 2013
UNDERSTANDING THE IMPACT OF EMPLOYEE
INVOLVEMENT ON ORGANIZATIONAL
PRODUCTIVITY: THE MODERATING ROLE OF
ORGANIZATIONAL COMMITMENT
Simone T. A. Phipps, Macon State College
Leon C. Prieto, Clayton State University
Erastus N. Ndinguri, Louisiana State University
ABSTRACT
Organizational culture plays an important role in the growth and development of an
organization, and can substantially impact organizational performance. There are many
elements that can reflect the “soul” of an organization’s culture, and one such element is the
extent to which employees are granted the opportunity to participate in the direction of their
organization. This paper will explore this element by investigating the relationship between
employee involvement (EI) and organizational productivity (OP), the latter being a form of
organizational performance. The possible moderating effect of organizational commitment (OC)
will also be considered. The four employee involvement elements (power, information,
knowledge/skills, and rewards) will be examined, and propositions will be provided concerning
the influence of these elements on organizational productivity, and the interaction between these
elements and organizational commitment that affects organizational productivity. A conceptual
model, implications, and suggestions for future inquiry will also be presented.
KEYWORDS: employee involvement, organizational commitment, productivity
INTRODUCTION
Organizational development (OD) and change are critical if organizations are to be
successful and remain competitive in this era of unremitting advancement and progress.
According to Beer and Walton (1987), increasing international competition, deregulation, the
decline of manufacturing, the changing values of workers, and the growth of information
technology have changed the concepts and approaches managers must use. By definition, OD
comprises a set of actions or interventions undertaken to improve organizational effectiveness
and employee well-being (Beer & Walton, 1987). Friedlander and Brown (1974) described it as a
planned change effort where the intervention is at the individual, process, technological, and/or
structural level. Therefore, organizational development and change are intertwined concepts that
can involve numerous facets or components of the organizational system, and that have the
potential to result in positive outcomes for the organization.
Page 108
Journal of Organizational Culture, Communications and Conflict, Volume 17, Number 2, 2013
Successfully implementing change inevitably requires encouraging individuals to enact
new behaviors so that desired changes are achieved (Armenakis & Bedeian, 1999). The authors’
review mentioned behaviors, processes, practices, and attitudes that enable positive change to
occur, including active participatio.
Page 107 Journal of Organizational Culture, Communications.docxalfred4lewis58146
Page 107
Journal of Organizational Culture, Communications and Conflict, Volume 17, Number 2, 2013
UNDERSTANDING THE IMPACT OF EMPLOYEE
INVOLVEMENT ON ORGANIZATIONAL
PRODUCTIVITY: THE MODERATING ROLE OF
ORGANIZATIONAL COMMITMENT
Simone T. A. Phipps, Macon State College
Leon C. Prieto, Clayton State University
Erastus N. Ndinguri, Louisiana State University
ABSTRACT
Organizational culture plays an important role in the growth and development of an
organization, and can substantially impact organizational performance. There are many
elements that can reflect the “soul” of an organization’s culture, and one such element is the
extent to which employees are granted the opportunity to participate in the direction of their
organization. This paper will explore this element by investigating the relationship between
employee involvement (EI) and organizational productivity (OP), the latter being a form of
organizational performance. The possible moderating effect of organizational commitment (OC)
will also be considered. The four employee involvement elements (power, information,
knowledge/skills, and rewards) will be examined, and propositions will be provided concerning
the influence of these elements on organizational productivity, and the interaction between these
elements and organizational commitment that affects organizational productivity. A conceptual
model, implications, and suggestions for future inquiry will also be presented.
KEYWORDS: employee involvement, organizational commitment, productivity
INTRODUCTION
Organizational development (OD) and change are critical if organizations are to be
successful and remain competitive in this era of unremitting advancement and progress.
According to Beer and Walton (1987), increasing international competition, deregulation, the
decline of manufacturing, the changing values of workers, and the growth of information
technology have changed the concepts and approaches managers must use. By definition, OD
comprises a set of actions or interventions undertaken to improve organizational effectiveness
and employee well-being (Beer & Walton, 1987). Friedlander and Brown (1974) described it as a
planned change effort where the intervention is at the individual, process, technological, and/or
structural level. Therefore, organizational development and change are intertwined concepts that
can involve numerous facets or components of the organizational system, and that have the
potential to result in positive outcomes for the organization.
Page 108
Journal of Organizational Culture, Communications and Conflict, Volume 17, Number 2, 2013
Successfully implementing change inevitably requires encouraging individuals to enact
new behaviors so that desired changes are achieved (Armenakis & Bedeian, 1999). The authors’
review mentioned behaviors, processes, practices, and attitudes that enable positive change to
occur, including active participatio.
Entrepreneurial intentions have been shown to be a good predictor of entrepreneurial activity, and consequently have
attracted the attention of many scholars and policy makers. Because entrepreneurial activity provides an economic
engine for job growth, it is crucial to identify what drives entrepreneurial intentions. Extant literature has focused on
such factors as the availability of capital, governmental support, individual networks, and culture. This study
empirically investigates the expected linkage between attitudinal and structural factors and the intensity of intention
to start a business for women entrepreneurs in the southeastern United States. Results from a survey of 1200 women
intending to start a business in reveal that significant attitudinal and structural barriers remain for women
entrepreneurs. The paper concludes with implications for women entrepreneurs, policy makers, and for future
research.
Similar to Theory application and case study analysis- bts (20)
Increased human activities in the Arctic has led to the diminishment of Arctic sea ice, about 70,000 km2 per year and has raised concerns for the region’s future. Measurements show that the ice has grown thinner, approximately 40% in the last two decades. The region is opened to increased human activities like commercial shipping, Arctic oil and gas exploration, in addition to deposition of soot by the maritime vessels. Black carbon from incomplete combustion is lodging over the ice and is causing graying of ice caps which was once a reflective surface to absorb more of sunlight and warm the water. Increased water temperatures are having grave impacts on the flora and fauna that are dependent on ice. In near future Polar bears are likely to face extinction as their breeding habitat is given to melting ice. Trapped green house gases like methane are released due to the melting areas of permafrost. Some simple maths can give us the glimpse of the complexity faced by the scientists in handling ice-ocean-climate models.
Social construction of race and gender, patriarchy and prejudice and discrimi...Service_supportAssignment
Social construct may be defined as the social mechanism or a category which has been created by the society. It may either be a perception which is created by an individual, a group or an idea which is constructed because of a culture. The present society has created a large number of constructs which are not good. In this research paper, the discussion will be done on the social construction of race and gender and the problems associated with the same. In addition to this, how can social construct forms to be the basis for discrimination and prejudice? Further, racism and sexism will be discussed with examples and the role of power in the same. To end, patriarchy will be discussed and its role in racism and sexism will be added
A daydream has to be sweet and hence the term dream. A coffee day dream for a girl combines not only the right coffee but also gives her a lucid daydream on similar sweet elements, making her a princess in a castle waiting to be rescued by a prince. This pretty much forms the thematic background for the animation advertisement ‘Coffee Daydream’. Visual effects set the mood here as the viewer watches a girl having coffee, she sprinkles sugar on the coffee and when the advertisement is over she has completed her coffee and her dream. The use of visual technology adds the elements for the dream which is very subtly weaved into the story plot. Techniques of compositing, particle effects and smoke animation are used here to represent the goodness of the coffee being advertised for.
Organizational Management has been defined as the style of managing business of an organization is big or small. This management process involves the process of organizing, planning, leading and controlling the resources along with the main essence of achieving the goal of the business as well. The reason why organizational management is approached is that it provides better decision making capabilities which is both effective and useful to the way in which an organization can run and also carry on proper management strategies (Nikolakopulos, n.d.).
Nike has been the most successful organizations which has excelled in the development of the sports good. Over the years it has been consistently maintained its brand and is regarded as the most innovative organization. Over the years, Nike has been producing new and advanced sports accessories and has consistently been the top choice of the sportspersons.
The Coca-Cola Company, incorporated on September 5th, 1919 is a well known beverage company. The company has a ownership and licensing of brands and markets over 500 non-alcoholic beverages brands which usually consist of sparkling beverages but also a varied number of still beverages like water , enhanced water , juice and juice drinks , ready to drink teas and coffees and also many sports and energy drinks. For every industry who has to spend reasonable time and effort in marketing, Coca Cola serves as a true inspiration (World of Coca-Cola, 2015).When most of the company belongs to mature stage of the product life cycle, and is operating in a competitive market with little product differentiation, the company has been successful to grow in terms of strength as a brand and its marketing techniques. (Cokecce.com, 2015)
The recent downturn in the economy and recent failures in the business have been merged for the creation of a financial environment to make reports unlike any other within present memory. There has been a major impact on the confidence of investors that had been shaken up by an increase in the volatility within the markets of capital. This has further been followed up by unsettlement in the extremely publicized restatements being drafted for the statements of finance (Bond and Cummins 2010). These have resulted in the generation of several questions regarding the quality being presented in the reports of finance.
Background: Samsung Electronics Ltd is a multinational electronics company which has many manufactory and distribution centers all around the world. A subsidiary of the Samsung Group that is based out of South Korea, the company at presents is much diversified being in the production and sales of consumer electronics.
The country selected to be analyzed from the perspective of international business is Ireland. This country notebook will have its basis on making an organization to expand its operations to the business world of Ireland which has been regarded due to several reasons as the best country for doing business (Hill 2014). The target market selected is the hospitality industry of Ireland and the organization selected is Double Tree Hilton expansion internationally into the realms of Ireland.
The choice of consumers differs from one product to another. For example in case of skincare products, the choices are much different because youth under the age of 20-25 have different mindsets for the products because these age groups youth look for costly, from reputed brands. The lifestyle has changed as so the demand has changed. The consumer behavior and thoughts are changes as the time passes. The skincare or say as cosmetics products are highly concerns for female than male, and therefore this research also focuses on female participants a most to understand their choice criterion for skin care products and the value they perceive. The aim of this report is to understand consumer prospective, thoughts and choices while buying the skincare or cosmetics products. The results are obtained using SPSS software as quantitative analysis and conclusion is drawn based on that only. The results show that lifestyle; variety of products, and interest level of skin care products and more has impacted the choices of the consumers under the age of 20-25 in China. The analysis suggests that there have been done enough spending in last 5 years in China which is many folds of the last decades spending for skin care or cosmetics products. The value of choice of skin care or cosmetics products are also discussed and analyzed in the reports, through understanding of lifestyle, the kind of products, income and more factors that impacts the value of skin care or cosmetics products. The obtained results from the survey it is observed that most of the youth have various choices for skin care products depending on their budget, lifestyle, education and occupation. The upper age youth who used the skin care products mostly belong to employment as they need these products highly. The other group who used mostly was prescribed by the doctors. The rest were dependent on the income group and interests to have different choices for the skin care products and brand
Title: Millennium Bridge at London - Steel Structure Failure
This is 320 m span aluminum and steel bridge across the river Thames. This bridge has steel structure failure because it had vertical, lateral and torsional stiffness. The problem occurred because of side vibration of the bridge deck because of pedestrian lateral excitation. The main reasons for this failure were lateral stiffness of the deck and low damping potential which happens in steel structure only. This bridge was made of two dimensional cable truss. The stiffness in this bridge structure caused this failure in this bridge. Therefore, this bridge was closed for few days to fix the problem. It is therefore highly relates to steel structure failure and is suitable for the case study as well. This problem was rectified with help of installation of lateral dampers. All these characteristics of this bridge failures relates to steel structure failure.
With time the whole of the world is being influenced by the social media like YouTube (Bennett & Strange, 2011). The impact of YouTube can be seen in some recent TV programs and feature films. Some of the new TV programs and feature films have adopted the key elements of YouTube aesthetics, including the found dotage device and hand – held camera work to influence the viewers of the authenticity of a viewpoint of character or of narrative (Snickars & Vonderau,2009).
The following paper compares and contrasts the three recent feature films and TV programs, including 127 Hours, Paranormal Activity 3, and Blue Valentine. Each of these movies utilized the same element of YouTube aesthetics that is hand held camera work
Sports, Business, Theatre or Drama; change seldom discriminates. It resonates in each and every walk of life. On the brink of a terrific change is Politics, courtesy the social media. Social media has rapidly grown as a forum for political discourse and activism. Its various platforms such as Facebook, Twitter, Instagram, Youtube etc. are providing a plethora of new ways to engage citizens in politics (Benkler, 2006). A great advantage inherent in social media is the possibility of personal, ie., one to one communication. Politicians as well as political parties are seemingly benefitting with this new found ability to reach out to their potential voters. It has become possible for politicians to reach voters in a well targeted manner without relying on the media as an intermediary (Gentle, 2012). Various reactions, messages, feedbacks and debates are generated online. In addition to this, support for offline causes of a political party are also generated through social media petitions
This research proposal is on the effect of the lending of bank capital and the link between the actual financial condition and the real activities that has been going around. This has succeeded in gaining a lot of attention in past few times because of the financial crisis the world has seen. The techniques of panel-regression can be used to study the lending techniques of bank’s large holdings and companies and the effects small or big of capital on lending (Pelosky, 1991). Then the effect of the capital ratios will be concluded using a variant model, and again the researcher will look for the results that are in marked contrast to estimate obtained by using simple practical relations between the aggregate commercial-bank assets and leverage growth, this has recently been very powerful which was kind of influential for policy maker’s as a result point of views regarding how the loan growth is affected by the bank capital. The models which have been estimated will be used to understand the recent developments in bank lending
The expression and gesture of an artist worth more than action, in today’s culture Artistic expression pays a civilly prevalent. In today’s society dance plays a very important role, to communicate their ideas through various medium. The variety form of dance use the oldest expressions from the culture, and experiment it in a new style. For many in the society dance are entertainment, education, stress release, and a form of worship. Beyond everything in life the thoughts of dance and art serves a greater purpose, artist believes that dance denotes the meaning of tradition and the results of its expression depicts the reaction of culture on society. Dance is an initiation of culture and tradition to the human torso in its most raw form, whether one is bringing up their hand or performing in ballet, in whatever way the artist is holding out and holding back the tradition and style alive.
Understanding the social gifts of drinking rituals an alternative framework f...Service_supportAssignment
The drinking behavior of the binge was described as the most significant reason for the health issues in college campus. By interrelating the ritual behavior and the health condition of the students, the authors conducted focus groups discussion. Through the in-depth interview they explored the nature of alcohol consumption was high among college students. This report extracted from the discussion provides a clear picture about the role of Ritual with student drinking in the campus. With the interpretation of the subject “Drinking-as-ritual” in a theoretical Framework let the authors to discuss how developers of public service announcement captured and contextually drinking rituals. This study makes PSA a more relevant to the target audience
Music to me is an art that stands amongst a few other things I enjoy profoundly. Music is something I can turn to in whichever mood I’m in. It can cheer me up when I’m feeling down. It can calm me down when I’m worked up and very often it has been able to give me good energy. It can motivate me when I feel demotivated with anything. Music has also been a great source of inspiration to me. Music alone has not captured me but lyrical content has also contributed towards my love for music
Modern HRM practices try to recruit employees within the organization. The reasons for internal recruitment are as follows. It is less time consuming in order to hire resources within the company. There is no need for extensive skill assessment process. Employee is well known to the company. There is no need to scout for new candidates. This increases procedural efficiency (Moser, 2005). This process of internal hiring ensures that the employees within the organization sense job security (Chan, 1996). Apart from this it has been observed that new hires joining rate is lesser when compared to internal employees. It takes time for the external candidate to understand the official process of the company. During certain times for some positions there is high employment rate. There is lack of external resources during this time internal sourcing is preferred by the companies (Moser, 2005). This process is saves time. This is found to boost productivity and overall morale of the company
Nike is basically an American establishment for athletic merchandises. It has managed to garner immense brand recognition around the world. They design, manufacture, produce and have an effective distribution system. The company is involved in a number in selling number of sporting gears and athletic accessories (Osayawe Ehigie, 2006). Nike has adopted multi level marketing channels in order to sell. Logistic management of the company is well known. There are a number of factors that needs to be changed in the marketing strategy in order to ensure that Nike presence increases sales in the Nigerian markets and the company manages to expand its consumer base. There is potential for the company emerges as a strong brand in under serviced Nigeria and in African continent. The purpose of this thesis is to look into current Nike presence in Nigeria and recommendations will be proposed based on the analysis
The basics needs of human existences are food, clothing’s & shelter. From times immemorial man has been making efforts in improving their standard of living. The point of his efforts has been to provide an economic and efficient shelter. The possession of shelter besides being a basic, used, gives a feeling of security, responsibility and shown the social status of man.
Every human being has an inherent liking for a peaceful environment needed for his pleasant living, this object is achieved by having a place of living situated at the safe and convenient location, such a place for comfortable and pleasant living requires considered and kept in view.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
MATATAG CURRICULUM: ASSESSING THE READINESS OF ELEM. PUBLIC SCHOOL TEACHERS I...NelTorrente
In this research, it concludes that while the readiness of teachers in Caloocan City to implement the MATATAG Curriculum is generally positive, targeted efforts in professional development, resource distribution, support networks, and comprehensive preparation can address the existing gaps and ensure successful curriculum implementation.
2. Executive Summary
There has been a consideration of several different aspects and dimensions with respect to
change. These concepts have been related for analysis with the case study of BTS. Based on
this analysis and application of theory, a number of factors have been identified with respect
to communication, personal transition and motivation. Further ahead, different models have
been represented followed by the application of theory on the case. Based on the analysis, it
has been found that there are close parallels amongst BTS and Avinor. This is with respect to
the lack of different factors in both the companies and hence, recommendations have been
provided in accordance with it.
3. Table of Contents
Executive Summary...................................................................................................................0
Introduction................................................................................................................................3
Relationship between Change Readiness and Change Agents ..................................................3
Reasons for Placement of X.......................................................................................................4
Open System for Outlining the Inputs, Processes and Outputs of BTS.....................................6
Analysis based on Kotter’s Integrative Model of Organizational Dynamics ............................7
Parallels between Avinor and BTS............................................................................................8
Conclusion .................................................................................................................................9
References................................................................................................................................10
4. Introduction
On the basis of the case study of BTS, there is a need for continuously advising over the
change taking place at the external level. This will be used in consideration with the concepts
of behavioural assumption and additional relationship. Based on this analysis, further ahead,
different recommendations will be provided as per the issue being dealt with and the factors
that need to be considered more closely for better chances of success.
Relationship between Change Readiness and Change Agents
On the basis of the readings McFillen et al, huge importance has been given to
communication in context with change in organization and dealing with the issues of people.
Hence, as per this reading, the relationship between change agents and change readiness has
been identified in terms of communication (McFillen et al., 2014). Based on this, it has been
identified that for any agent of change, readiness towards initiation of change is the main
issue. It has been referred to as the limit to which environment of change, where there are
agents of change communicate with change, and hence, this helps to determine if there can be
delivery, sustainability and spreading of change. McFillen et al identifies that communication
helps in creating a positive relationship between the two.
On the other hand, Rafferty et al has been seen understanding this relationship in context with
motivation. Based on this, it has been identified that motivation can be considered extremely
important for supporting change that can be helpful for establishing readiness of change
(Rafferty et al., 2014). Hence, the agents of change that have been identified are in relation
with the concepts of motivation such as organizational commitment, willingness for
supporting change, and resistance of change. On the basis of these agents of change, major
scope is obtained for understanding the readiness towards change. Hence, based on this
readings, it can further be concluded that factors of motivation act as agents of change that
further results in affecting resistance towards change.
Change in organization results in affecting related employees or the entire workforce in the
organization. Thus, the readings of Barrett Pugh et al and Hayes deal with individual and
personal transitions in the organization. The nature of individual transitions, the individual
cost to cope up with transition, and the ability of adjusting with the change of organization,
have all been considered and treated as the agents of change (Haynes, 2014). Based on these
agents or factors of change, one can make up their mind for showing readiness towards the
initiation of change (Barratt et al., 2014). Thus, this depicts that there is a close relationship
5. between readiness for change and agents of change with respect to personal transition. This is
because the nature of individual transition helps to ultimately cope up with the change being
initiated and one is ready for the change, there is a positive readiness towards the initiation of
change. Personal transition also helps to adjust with the change in the organization that again
provides a scope for readiness towards change.
All of these readings understand the significance to base the need for initiation of change
over appropriate and clear evidence that has been understood in context with three different
concepts that are communication, motivation and personal transition towards change. All of
these have to be considered by leaders, while there is evidence and commitment towards the
direction of change (Haynes, 2014). No matter in what context, it can be stated that there is
an extremely strong relationship between readiness towards change and the agents of change,
as change agents act as factors triggering the need for and success of change implementation.
Reasons for Placement of X
Oakland, 2013 identified eight main frameworks that have been combined for the successful
initiation and triggering change. These include the need for initiation of change, direction and
leadership, and planning that deals with the creation of change readiness; process, resources
and organization, behaviours, controls and systems that focus on the implementation of
change.
For the purpose of readiness towards change, there is a need for three main triggers that are
need for change, direction and leadership, and planning. All of these elements are important
for increasing the possibility of successful change (Burke, 2005). The three X have been
placed to understand if there is elimination of each element, there will be less probability for
successful change. Based on the X’s placed on the figure, the following points can be
implied:
If there is no need for initiation of change, but there is direction and leadership, and planning,
there will be no creation of urgency and hence, there will be no initiation of action.
If there is no direction and leadership, but there is need for initiation of change and planning,
there will be no initial start for the change readiness.
If these is no planning, but there is need for initiation of change, and direction and leadership,
the initial start will be false, while there will be wrong directions.
6. (Fig: Representing figure 15.8)
Further ahead in figure 15.8, it has been identified that four elements are extremely important
for the successful implementation of change that are process, resources and organization,
behaviours, and controls and systems (Garnet and Kouzmin, 2010). Based on the placement
of X in the figure, there has been identification of the following implications:
If there are no processes, but there are resources and organization, behaviours, and
controls and systems, the efforts will end up going waste
If there are no resources and organization, but there are processes, behaviours, and
systems and control, there will be increased frustration and paralysis
If there are no controls and systems, but there are processes, resources and
organization and behaviours, there will be blind implementation of change
If there are no behaviours, but there are processes, resources and organization, and
systems and controls, resistance towards change will end up endangering the chances
of scope
In the light of these implications, it can be stated that in the case study of Bessington Trading
and Sons, the organization should ensure that there is an involvement of all of these elements
as it will help in creating a readiness towards change and the successful implementation of
change (Burke, 2005).
7. Open System for Outlining the Inputs, Processes and Outputs of BTS
The four main subsystems within the environment are known to be the system of the
economy, system of the technology, system of socio- culture, and the system of political law
(Burke, 2005). For the analysis of the organization, in the form of system, it becomes
important for the consideration of following points that has to be done in alignment with the
figure provided above: 1) Establishment of relationships amongst the external systems and
the organization, and 2) Establishment of relationships amongst the environment and the
organization as it is important for studying the main factor identified above that result in
influencing the sub- system of the environment (Garnet and Kouzmin, 2010).
This model is important for understanding the impact of these main factors that have to be
considered to study the firm and the interactions taking place with the factors of the
Factors of the General
Environment
The organization of BTS is
known to be a system of
production interacting with the
environmental background,
drawing out specific inputs
from the environmental
background, and conversion of
these into outputs for offering
the environment. The
attainment will be done as a
preferred condition being
highly dependent over the
efficiency of the company in
the process of production. The
company is mainly affected by
the following factors as
follows:
Fabrics that have been
manufactured with high
quality
Importing high quality
grades of cotton
Sales to the industry of
local designers and
retailers
The strategy and
design of the
organization focuses
on the following
activities:
Providing
training and
education
systems of
human
resources
Introduction
of technology
for marketing
for gaining
competitive
advantage
Being
sustainable in
the market for
gaining
competitive
advantage
The main objectives and
outcomes will be as
follows:
Successful
performance of the
organization
Productivity
Satisfaction of
stakeholders
8. environment. The environment in which the system has been operating is extremely
complicated and hence, the entire system may not be having the ability of coping with all of
these complication for being successful in attaining the state being preferred. Therefore, the
entire system is known to be sub- dividing itself within different subsystems or parts, and all
of these subsystems are known to be specializing to cope up with specific variables present
within the environment (Burke, 2005). If the task of specialization is known to be highly
complicated, there can be further division of systems several number of time until an
hierarchy related to subsystems while help in the development of one main subsystem. The
development of personnel can be considered as the example with various systems that give
special attention to different functions like salaries, benefits, housing, industrial relations,
training and recruitment.
Analysis based on Kotter’s Integrative Model of Organizational Dynamics
9. (Fig: Kotter’s Integrative Model of Organizational Dynamics)
(Source: Kotter, 1982)
Based on the statement of problem, it has been identified that there has been a resemblance
towards actual places and names that is absolutely coincidental. Since recent time, new
siblings had joined the new business with their educational qualities from Jakarta and hence,
there was a need for completing MBA in Australia. This can be considered as a change of
short term for the organization as well.
The issue was being faced with the way in which change was being perceived. One of the
sibling, Tommy had been vocal for the implementation of change and there was support for
moving towards an increase in the component of value adding with respect to design,
reaching the customers, and depth of the product from considerably production of large batch
over the cloth in order to make the designer of clothing for bigger market at the offshore
(Haynes, 2014). This had been related with integrating the manufacturing process of cloth for
textile, but also making a move towards a new stage of manufacturing in order to make and
supply the firms of retail. This can be considered as the medium term for the organization but
the process will be considered for the entire duration of the organization until or unless there
is initiation of change in the organization.
Further ahead, as a long term base, Tommy has made a suggestion to the Board in order to
give idea regarding its export to Japan, China and Malaysia for the output of large batch
production while there had been a simultaneous supply of retail outlets and designer all
across the globe (Haynes, 2014). This seems to be conflicting the point that imports at cheap
rate will help in holding sway, and also that the consumers showed willingness in products of
low cost from Bangladesh and China with the Board often to point out the retailers like JS
penny in the US and there has been consideration of opportunities to customer from
manufacturer through the business to business and web opportunities with the buyers who
seek quality.
Parallels between Avinor and BTS
Based on the analysis, it can be stated that there is a need for the retention of integrity at all
duration of time and within each and every single exchange. Further ahead, it has been
identified that both the organizations are in need for retaining their workforce in the
10. company. Further ahead, there is a need for the careful assessment of several groups with the
chances of resistance. It is important to consider that they should not be treated specially, but
focus has to be created on the development of relations (Sullivan, 2010). Also, it has been
identified that there is a need for carefully assessing the emotional responses of people, and
bringing them for accountability within the plan of change. Both the companies should
consider focusing on the retention of corporate coherence, there must be adaptation with
respect to the local team so the implementation can be done over the local level (Sydney,
2006). The main point to be considered by both the companies and other companies as well
that there must never be a commitment of sins with respect to commission, however, sins to
omit can be considered accurate if needed.
Conclusion
There has been a consideration of several different aspects and dimensions with respect to
change. These concepts have been related for analysis with the case study of BTS. Based on
this analysis and application of theory, a number of factors have been identified with respect
to communication, personal transition and motivation. Further ahead, different models have
been represented followed by the application of theory on the case. Based on the analysis, it
has been found that there are close parallels amongst BTS and Avinor. This is with respect to
the lack of different factors in both the companies and hence, recommendations have been
provided in accordance with it.
11. References
Barratt, P. et al. (2014). The Theory and Practice of Change Management, 4th
Ed., Palgrave
MacMillan.
Burke, W.W. (2005). Organization Development. San Francisco: Pfeiffer.
Burke, W.W. (2005). Reinventing Organization Development. San Francisco: Pfeiffer.
Garnet, J. and Kouzmin, A. (2010). Strategic change in organisational communication:
emerging trends for wealth formation in the new millennium. Strategic Change, 9(1), pp. 55-
66.
Haynes, J. (2014). The Theory and Practice of Change Management, 4th
Ed., Palgrave
MacMillan.
Kotter, J.P., (1982). An Integrative Model of Organizational Dynamics, in E. Porter, D.
Nadler and C. Cammann (eds), Organizational Assessment, Wiley, pp. 282.
McFillen, J. et al. (2014). The Theory and Practice of Change Management, 4th
Ed., Palgrave
MacMillan.
Rafferty, T. et al. (2014). The Theory and Practice of Change Management, 4th
Ed., Palgrave
MacMillan.
Sullivan, R. (2010). Practicing Organization Development: A Guide for Leading Change,
Jossey Bass.
Sydney, E. (2006). Psychology and work today: and introduction to industrial and
organizational psychology (9th ed.) Upper Saddle River, NY: Prentice Hall p262.