Mude o modelo (Beckhard)
Change Equation

Centro de Conhecimento

O modelo da mudança (também: Mude a fórmula, o Change Equation) de Richard Beckhard e Reuben T. Harris (1987) é atribuído realmente por eles a David Gleicher. É uma ferramenta simples contudo poderosa que lhe dê um rápido, primeira impressão das possibilidades e das circunstâncias mudar uma organização.

Um marco miliário em Organizational Development

Historicamente, o Change Equation pode ser visto como um marco miliário principal para o campo de Organizational Development. O desenvolvimento de organização expandiu gradualmente o tempo excedente, em resposta às necessidades dos empregadores. Estes empregadores não somente para querer mover suas organizações para a frente nos termos de objetivos de negócio, mas também nos termos do acoplamento do empregado. Os empregadores de hoje compreendem a conexão entre a participação do empregado e o sucesso organizational.
 

Participação do empregado

O movimento à participação do empregado na mudança, e o uso de consultantes internos ou externos controlar reações mudar, representam um deslocamento em pensar de uma teoria de gerência mais adiantada, tal como o abordagem da gerência científica de Frederick Winslow Taylor, que se tornou sabido como Taylorism. Este abordagem do “comando-e-controle” extraiu uma linha afiada entre gerente e empregados. A filosofia subjacente era que os “trabalhadores trabalham, e as gerente pensam.” O método de Taylor era uma reflexão dos tempos, isto é, a idade industrial com suas uniões das fábricas, e linhas de conjunto - as circunstâncias que necessitaram o controle apertado da gerência.

A vista de Taylor foi complementada eventualmente (substituído) pelo movimento humano das relações, como a dinâmica organizational do psychology e do grupo evoluída, pavimentando a maneira para mais participação e benefícios do trabalhador, e a teoria do motivation do trabalhador.
 

Fórmula do Change Equation

A fórmula do modelo da mudança (Change Equation) é:

D x V x F > R

=

O primeiro da visão x do descontentamento x pisa > resistência à mudança

Três componentes de superar a resistência

O Change Equation pode ajudar a um compreender que todos os três componentes devem estar atuais superar a resistência à mudança em uma organização:

• Descontentamento com a situação atual,
• Visão de o que é possível no futuro, e
• Primeiras etapas Achievable para alcançar esta visão.

Se alguns dos três forem zero zero ou próximo, o produto será também zero ou zero próximo e a resistência à mudança dominarão.

Fórum Novo Tópico Fórum sobre Fatores de Mudança. Alternate Systemic Change Equation I propose an alternative model of formula of the success of systemic change as: Ssc = CML/PML > CR - (f C+Ew (...) 10   4 comentários Crisis is Strong Dissatisfaction One strong form of dissatisfaction is a corporate crisis. (...) 8   Adjusted Change Equation Model I have always adapted this model as follows, which makes it more useful and clear: D x G x Ps x S > R, or: Dis (...) 4   1 comentários Newton's Laws Revisited Newton's first law states: an item will not change motion without force. So without some first steps no change can happe (...) 4   The Three A's of Change Management Whatever the nature of change it always follows a three step process: Awareness ⇒ Acceptance ⇒ A (...) 3   1 comentários Application of Change Equation I am looking for ideas on how the change equation model can be applied in an organization of more than 500 employees. Ho (...) 3   1 comentários Isn't the Will to Change the Most Important Change Factor? Is it true that there are several factors involved in change, but the WILL (to change) is the key? (...) 3   Comece um novo tópico no fórum sobre Fatores de Mudança. Mais informações. Compartilhe sua opinião, conhecimento e experiência ou faça uma pergunta (inscreva-se primeiro gratuitamente)

Dicas de Especialistas Conhecimentos avançados sobre Change Factors (Inglês). Aqui você encontrará conselhos profissionais de especialistas. Personal Networks of Successful Change Agents Leading Major and Minor Change Initiatives Organizational change is often difficult to achieve because it disturbs the hierarchical structures and the way to accom (...) Leadership Strategies for Change Initiate, implement, develop and sustain change In response to the high rate of change failure, Ken Blanchard and his team have developed the Blanchard Leading Through (...) Add a C to the Change Equation for Confidence / Competence Conditions to Change an Organization I have added a C to the model for Confidence and/or perceived Competence. One needs to believe that the change is possib (...) What Change Agents Should I Use? Change Management, Organizational Change, Turnaround Management When choosing between internal or external change agents, organizations should consider following advantages and disadva (...) Assessing the Risks of Change and the Organization’s Capacity for Change Leading Change In their book "Transforming Public and Nonprofit Organization – Stewardship for Leading Change", James Edwin Kee and Kat (...) Unfreezing, Moving, Freezing Change Management In the early 20th century, psychologist Kurt Lewin identified three phases/stages of change that are still the basis of (...) Six Crucial Mind Shifts for Strategy Execution / Implementation Change Management, Strategic Change, Resistance to CHange, Strategy Implementation Speculand (2009) suggests six mind shifts that people should consider when they're implementing new strategies in organi (...) Strategic Change: Why, What, When, Who and How Preparing Strategic Change If we need to change strategically, we need to think about why, what, when, who and how: - Why do we want to change? - (...) The 7C Framework for Successful Personal and Professional Change Personal Change, Professional Change, Personal Transition, Professional Transition, Embracing Change In the article 'Managing Yourself: How to Embrace Complex Change", Brimm (2015) provides a framework of seven C’s that c (...) A Closer Look at How Change and Innovation Decisions are Made Decision-making on Organizational Change, Innovation Decision-making, Contingent, Participative Decision-making Kim, T (2015) elaborates on decision making on "non-routines" or innovations. According to him, non-routines can be seen (...) The Role of the CEO in Strategic Change Initiation Communicating Strategic Change In management literature the role of the CEO in formulating and implementing strategic change has often been emphasized. (...)

Fontes de Informação Várias fontes de informação sobre Fatores de Mudança. Aqui você encontrará powerpoints, vídeos, notícias, etc. para usar em suas próprias palestras e workshops. The Nature and Complexity of Organizational Change Change Management, Organizational Change Presentation about organizational change. The presentation discusses and highlights the complexity and multi-dimensional (...) Effective Change Leadership and Management: Principles, Frameworks and Tools Change Management, Change Leadership Comprehensive presentation on leadership and management in a change context. 1. Introduction and Overview 2. What is t (...) Resistance to Change and Its Management Change Management, Resistance to Change, Change Resistance This presentation focuses on a specific dimension of change management, namely the management of resistance to change of (...) Dealing with Resistance to Change Change Management, Resistance to Change This presentation focuses on resistance to change and ways to overcome or prevent it. The presentation has good graphics (...) What is Change Management? Initial Understanding of Change Management In this video Elissa Farrow from About Your Transition explains the relatively new concept of Organizational Change Mana (...) Tips for Successful Change Management Initial Understanding of How to Manage Change Successfully Gavin Wedell explains that to change one's organization, one must change one's inner being. In today's world market con (...) Managing Organizational Change Change Management, Leading Change, Organizational Development This is a presentation about the ways to manage change. The presentation includes the following sections: 1. Introducti (...) Dealing with Strong Resisters Dealing with Resistance to Change, Change Management, Training, Workshop Dr. John Kotter gives remarkable advice on dealing with "No, No, People" (strong resisters in change initiatives). Acco (...) Evaluating Organizational Change: Approaches, Reasons, Types and Processes Change Management, Success of Organizational Change, Organizational Learning This presentation elaborates on how to evaluate organizational change. The presentation includes the main known approach (...) 22 Best Practices in Change Management Change Management, Organizational Change Presentation starts with short introduction of managing organizational change and then outlines 22 best practices in cha (...) The Importance of Adapting to Change Change Management, Need to Change, Change Management Dave Weber reveals that Charles Darwin never said that the strongest of the species survives. What he actually said was (...) Change Equation Diagram Overcoming Resistance to Change Download and edit this 12manage PowerPoint graphic for limited personal, educational and business use. Republishing in (...)

Links de Pesquisa Pule automaticamente para outras fontes úteis sobre Fatores de Mudança. Notícias Vídeos Apresentações Livros Mais

Compare com a fórmula do modelo da mudança: DICE Framework  |  Forget Borrow Learn  |  Changing Organization Cultures  |  Appreciative Inquiry  |  Positive Deviance  |  RACI  |  Change Iceberg  |  Change Phases  |  Force Field Analysis  |  Planned Behavior  |  Business Process Reengineering  |  Kaizen  |  Dimensions of Change  |  Seven Habits

Retorne a o centro de a gerência: Mudança e Organização  |  Recursos Humanos  |  Liderança  |  Gerenciamento de Projetos e Programas

Mais Métodos, Modelos e Teorias de Gestão