Organization and Change Community of Interest

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Recent User Comments
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- UK
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Evolution Theory |
"Having just joined this forum I was surprised that there is no theory or model listed for "evolution theory". Surely this is the key process by which organisations develop their individual characteristics and ethos?
In trying to mould an organisation into a new path or changed priorities, it is essential to know how it has evolved in the past and what forces will be required to shape the evolution for the future.
Evolution is not just the structural hierarchy of the organisation nor indeed its reward and benefit systems but rather the culture of social interaction, learned behaviours and pleasure optimisation, complex social interactions and sub cultural forces. (I joined a company once where membership of the baptist church was a prerequisite for any chance of promotion.)
Failure to understand the fundamental dynamics of the socio-economic culture and its evolving nature within and outside the organisation can only result in less than effective change." |
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- India
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Total Management Framework |
"I have devised a totally new framework which covers almost all areas of management and have recently self published a book on the framework. Attaching a stripped down version of the book in PDF format. The framework brings clarity in understanding of organization and business. It does not propose any radically new practices but clearly recognizes nature and relationships of prevailing practices and helps to select and manage right ones for the organization. It also helps to decide organization structure, duties and responsibilities. In short it can be used to understand any business organization. the framework is available in e book form at briefcase.rediff.com/bn/br/kotwalmr" |
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Terry Dunn - Australia
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Agriculture - poor financial modelling |
"As a management tool agriculture requires better financial modelling and science practice." |
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- PNG
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Continuum of Change |
"Change in any society or organisation is systematic. It unfolds it self in ways that were either predicable or un expected. I have found that it is always context specific , not confined to time and is influenced by a number of variables. Is it possible to map out developing countries continuun of change pathway? I don't think this is the same as developing a visionary futuristic 20 year strategy. Can anyone provide examples of the cost of change for example in the agriculture sector of a developing country?" |
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- Canada
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Governance Models for Community Sustainability |
"I have volunteered to be a member of a community based group that is working through a process for an Integrated Community Sustainability Plan. The group is now focusing on a governance model that could be developed as a way to sustain the momentum once the Plan development is complete and turned back to community groups for implementation. Does anyone have experience in an innovative governance model that is attractive, to draw in the various groups who have responsibility for advancing their indicators. We want to stay positive and not engage in a policing activity. Any suggestions are welcome." |
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Best User Comments
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Anil - India
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Distress Restructuring? |
"What is distress restructuring? How do we define it? When is it carried out? How?" |
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- Switzerland
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IF Strategy Matrix |
"Properly formulated strategies that are actively managed, lead to success. The Implementation/Formulation Strategy Matrix has 4 quadrants to be considered when developing a strategy:
1. WISHFUL THINKERS (Implementation: Not Managed, Formulation: Comprehensive - A strategy formulated, which looks and sounds grand on paper, but never gets off the ground) 2. MOON HOWLERS (I: Not Managed, F: Incomplete - A fractured approach to developing a strategy. Implemetation attempts half-hearted) 3. ON THE ROAD TO NOWHERE (I: Managed, F: Incomplete - All resources made available to implement a strategy, but the strategy is not correct) 4. ACHIEVERS (I: Managed, F: Comprehensive - The success stories). -- Owen Skae and Brian Barclay.
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Sanjeev - India
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A Challenge and a Necessity |
"In the past, the field of organizational change and change management turned out problematic and change managers and senior management struggled.
Yet today it is evident that changing organizations is more necessary and important than ever. Due to well known factors such as fierce and worldwide competition, rapidly changing customer needs, and the new horizons offered by information technology, both the speed and the magnitude of the necessary organizational changes have increased.
As a result, the field of organizational change has a very interesting and bright future, in which new ways to bridge and reconciliate these contradictions must be found." |
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Remco Gerrits - Netherlands
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Checklist of Organizational Problem Areas |
"I discovered the following useful checklist of typical organizational problem areas:
1) Dysfunctional organizational structure.
2) Poor financial control.
3) Interpersonal conflict.
4) Lack of quality checks.
5) Lack of management and leadership skills.
6) Safety risks.
7) Marketing inefficency.
8) Poor communication.
9) Tactical mistakes.
10) Poor vision.
11) Lack of competitiveness.
12) Slow response to customer demands.
13) Failure to adapt to new technology.
14) Insularity.
15) Resistance to change.
Source: Carol Harris - The NLP Guide to Being a Management Consultant, 2001
Is this list complete? Please reply and add!" |
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- Italy
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Organizational model for International Operations |
"We are moving our Ops department (IT, Back-office & Organization) from a Local approach to a Regional one, in which the COO becomes a Regional one whereas IT, Back-office and Organization Directors remain at the Local level.
Which organizational model (+ hints & tips) would you suggest in such a scenario?
Thanks
Andrew (aka Testo)" |
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Terrence - UK
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My Organization Development Summary |
"The term Organization Development is used loosely since the late 1950s to describe a philosophy, process and set of approaches and methods to improve the functioning of organizations. Typical proponents are Argyris, Beckhard, Bennis, Blake, Lewin, Maslow, McGregor, Schein, Senge. There is no agreed definition of OD, but a very influential one was given by Richard Beckhard in his 1969 book Organization Development: Strategies and Models: "a planned effort that is organization-wide, managed from the top, to increase organization effectiveness and health, organized through planned interventions in the organization's processes, and based on behavioral science knowledge". Behavioral sciences include psychology, sociology, cultural anthropology, economics and political science. Typical for most Organization Development approaches are underlying soft, humanistic, democratic, and socio-ecological values.OD normally involves consultants. The main function of these change agents is to help the sponsoring organization define and solve its own problems. OD is traditionally skeptical towards harder practices and methods such as strategy, restructuring, downsizing, information technology and a business-orientation in general." |
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Nityananda Chatterjee - India
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Introduction of HR System |
"I have been directed to set up a HR system in my company. Recently the management of the company has been switched over to a foreign owner. I am facing tremendous problems to change the existing work culture to give a proper shape to the organization. I regret to say most of the staff members do not realize the importance of an HR Department. Therefore, it is difficult day after day to run the organization. Actually most of the staff are nurtured in family businesses. They think that if their boss is pleased that is enough. Under these circumstance I aks for a suitable advice to give a proper shape to the HR dept." |
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- India
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Change Management Theories |
"Is there any book to provide all the theories of change management?
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- Namibia
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McKinsey Approach? |
"In the past two years I have been using the 7-Step change model, combined with the Prosci's ADKAR Model. During the process a new leader came in and he was strongly in favour of the McKinsey approach. I never had an opportunity of getting to know more about the McKinsey approach and how it works as I was retrenched with the old furniture of the organisation. Can someone tell me more about the McKinsey approach, its successes and failures." |
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- India
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Change Management Factors |
"During any technology transformation, what are the main factors that contribute to the success of the transformation. This in reference to the change management. How to assess these factors practically?" |
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- India
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Change Management in the Realty Industry |
"How would you initiate change [management] in the construction industry which generally does not have strategic plans, there are delays in every activity and cost overruns are a way of life." |
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Leah - Trinidad
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Change in a University |
"Is there an ideal model when assessing organizational change in a tertiary institution? I am considering ADKAR and comparing it with other models...any thoughts on this?" |
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- Germany
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3 Factors for Successful Change |
"In my experience, successful change depends on 3 main factors:
1. Convincing model shaping the future of the organization.
2. Management team of trust at the top of the organization.
3. Sound project management.
There are many other influential factors as well one also should keep in mind. Yet the 3 above are key factors – if given it´s hard not to come out with a success.
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Ann - USA
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Time Line of Change Theory Models |
"Does anyone have a time line of change theory models of the last 25 years?" |
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- Brazil
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The business challenges in a pressuresed world |
"Over the years we have had news of several evolutions initiatives in order to conduct our business in any segment.
The cycles of revolutions are becoming smaller and we have news that this trend will not change.
In parallel we have an external influence, which as we see at this moment, despite having nothing to do with our actions, it causes disastrous impacts on our initiatives and our maintenance in the business game.
Then, How leading business in a world that is "breaking"?
We have to be simple and pragmatic to break this paradigm, if we try to support us in the approaches to improvement that has been successful so far can not overcome this barrier.
Gentlemen, we are facing the era of management by process, where the architectures are services (results) oriented from the viewpoint of customers.
The great paradigm to be broken is mainly related to: which features are essential to the success of what was proposed, and how they should behave to ensure its continued patterns always better." |
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Organization and Change Education & Events
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