الجبل الجليدى لإدارة التغير

الملخص ، المنتدى ، أفضل الممارسات ، نصائح الخبراء والموارد.

كل شيء عن إدارة التغيير - جبل الجليد وطرق الإدارة الأخرى. مجانا بالكامل.

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الجبل الجليدى لإدارة التغير من ويلفريد كروجر تصور قوّيّ عن كيفية المناقشة البناءة لحدوث تغير في المنظمات: فيتعامل مع العوائق.

أعلى من الجبل الجليدى

ووفقا لكروجر مديرى التغير تعتبر التغيير فقط باعلى قمة الجبل الجليدى: التكلفة ، الجودة والوقت و ما يخص الإدارة

تحت سطح الجبل الجليدى

وبصفة عامة ، فاسفل سطح الماء هناك بعدان اخران من التغير وتنفيذ الادارة:

الادارة بالإدراك والإعتقادات ، و
الادارة بالقوة والسياسة

عند وجود اى نوع من العوائق ، وما تسلزمه تبعيات من الادارة التنفيذية ، تعتمد على:

1. نوع التغير

- الأشياء المستعصاه (نظم المعلومات ، عمليات التشغيل) التى تخدش السطح فقط ،

- الأشياء الليّنة (السهلة) بما فيها (القيم ، مجموعات الافكار و الإمكانيات) فهى أكثر عمق

2. التغير الإستراتيجي المطبّق

- ثوريّة ، التغيرات المثيرة بما فيه اعادة هندسة اداء الاعمال

- تطوّريّة ، تغير متنامية كما في نموذج كيزن

الناس المتشابكة في التغير

مقاومات يتلقّون على حدّ سواء موقف سلبيّة عامة نحو تغير وتصرف سلبيّة نحو هذا تغير خاصّة شخصيّة. فهم يحتاجون التحكم بادارة الادراك و الايمان بحتمية تغيير افكارهم لاقصى مدى.
المترقيين هؤلاء من جهة اخرى لديهم سلوكيات إيجابيّة عامة نحو التغير وانطباعات إيجابيّة نحو هذا التغير الخاص ولشخصهم. لانهم سيستفيدون من التغير ولذلك يساندونه .
المقاومين الخفيين هؤلاء لديهم سلوكيات سلبيّة عامة نحو التغير وبالرغم من ذلك يظهرون المساندة للتغير على مستوى سطحيّ - انتهازيين هنا فادارة الإدراك والإعتقادات يتم مساندتها بالمعلومات ( ما تخص الادارة) اللازمة لتغيّر من مواقفهم.
المترقيين الكامنين هؤلاء لديهم سلوكيات إيجابيّة عامة نحو التغيرعامة ، ولكنهم و لأسباب محددةغير مقتنعين ( بعد) لهذا التغير . وفى هذه الحالة فالادارة بالقوة والسياسة ستكون مناسبة

التعامل مع التغير

طبقا لكروجر ان الادارة العامة لديها مهمة دائمة وروح تحدي لتتعامل مع التغير. بالنسبة للامور السطحيّة فالإدارة تستطيع تحقيّق النتائج بمستوى عال من اعتبارها اسفل السطح. القاعدة من إدارة التغير انه بكلتا الحالتين البعد الشخصى والسلوكى والبعد المعياري الثقافي ، واتباعا للقوة والسياسات الادارية وإلى ادارة الإدراك وإعتقادات.

مادة: Wilfried Krüger - Implementation: the Core Task of Change Management, CEMS Business Review, Vol. 1, 1996

كتاب: Michael A. Beitler - Strategic Organizational change -

كتاب: Linda Ackerman Anderson, Dean Anderson - The Change Leader's Roadmap -

إدارة التغيير - جبل الجليد المجموعة ذات الاهتمام المشترك

المجموعة ذات الاهتمام المشترك (28 أعضاء)

إدارة التغيير - جبل الجليد المنتدى

مناقشات حول إدارة التغيير - جبل الجليد.

	Reasons and Motives to Resist Change I'm trying to collect a list of all motives for resistance to change by employees. Henk Kleijn and Fred Rorink in their (...)

	How to Make Employees LOVE Change? Most of the discussions in this particular forum on the change iceberg are about RESISTANCE to change. My question is ho (...)

	Hidden Resistance to Change It is very important to recognize that the most powerful resistance does NOT come from those who openly disagree with yo (...)

	Bad Change Management Examples Who can share a live example of a company implementing change management miserably? What went wrong and why? Thanks! (...)

	Transparancy Needed in Change Management I think everyone who is involved in change processes needs to practice "transparency" in a way to abstain from misunders (...)

	Is it Possible to Manage Change If the Right Approaches Are NOT Used? Hi all, I've been focussing on this question for a week now and I find that unless if the right approaches, like that of (...)

	What Leadership Style Reduces Resistance? The importance of employees being committed to change cannot be underestimated nowadays, since more and more organizatio (...)

	Dealing with Change is Not Always Problematic I think there's a degree of over complexity here. In many instances humans do cope well with change, most usually when s (...)

	Engage the Opponents When you engage the "tough nuts" on your team and get them involved from the outset, your chance of successfully impleme (...)

	Types of Change and Corresponding Resistance Levels Change may be a evolved or evolutionary change. Or a revolutionary, or forced, top down or bottom up. Technology or mark (...)

	Characteristics of Organizations That are Open to Change To what extent should an organisation be open to regular change management initiatives. Are certain types of organisatio (...)

	Avoiding Resistance to Change There will always be change from time to time and management and staff apprehension will always be part of the issues to (...)

	Good Change Management Examples Who can share a live example of a company implementing change management effectively? What are the key reasons for this (...)

	Create Involvement and Communicate the Strategic Need to Change Changes in general are difficult and, in most cases, we live them more like a threat than an opportunity. As we all know (...)

	Dealing with Toxic Employees In modern society and organizations, very negative, destructive, "toxic" team members may damage an entire organization (...)

	Categories of People Involved in Change Krueger takes cognizance of four types of major players involved or appear to be directly involved in change management (...)

	Overcoming Resistance? The Rapid Results Method by Schaffer I have recently come across the interesting "Rapid Results" method of implementing change by Robert H. Schaffer ('Rapid (...)

	Achieving Change at the Individual Level It is a known fact that in order to have an effective change implementation at the organisation level you need change at (...)

	Human Factors in Change Management An important part of change management is dealing with human factors --- reactions to implementation which for both indi (...)

	Why You should Embrace Change Wildebeest that travel thousands of miles every year to get to water during the dry season will walk in a windy pattern (...)

	Communicating Change to Top Management What are the different ways of communicating change to top management? (...)

	Ethics in Change Management What does one do when as a change agent, one realizes that what is being asked will finally be damaging to the growth or (...)

	Change is Most of the Times Selfish The problem I find with change is that in most cases, it favors the organization more than the employees. (...)

	Who Moved my Cheese? The book 'WHO MOVED MY CHEESE' is a very good book for management student. Who Moved My Cheese was published in 1998. (...)

	Managing the Change Within Oneself What about the change we manage within ourselves everyday, everytime? Can anyone please share any experience about how t (...)

	Equilibrium of System Managers should not forget that they are part of a system they work in. Even minor changes will have effects on how the (...)

أفضل الممارسات حول إدارة التغيير - جبل الجليد

هنا ستجد أكثر المناقشات قيمة من الماضي.

🥇	The ADKAR model by Prosci The ADKAR model by Prosci (1998) helps to deal with the people dimension of change. It can be used to: 1. Diagnose empl (...)

🥈	What are the Reasons for Change? Why do we really need change in the first place? What are the sources / reasons for the need to change? (...)

🥉	What Punishment for Unwilling Employees? My question is this: when an organization wants to bring change in the organization, we know that if employees are in fa (...)

	6 Images of Managing Change (Palmer, Dunford and Akin) Palmer, Dunford and Akin provide vision and direction for managers to think about their role in managing organizational (...)

	My Way to Deal with Resistance to Change I am a head teacher in a large secondary school in Scotland. Here the trade unions are very powerful and automatically r (...)

	Automatic Defense Mechanisms to Change What I think is that human beings are reluctant for change by nature. When there is a change taking place around themsel (...)

	Managing Change is in the Essence of Management If there are no needs to change, why do we need management? Managing change is in the essence of management. A daily rou (...)

نصائح خبير حول Change Management (Iceberg) (الإنجليزية)

هنا سوف تجد النصائح من قبل الخبراء.

	I'll never use the term 'Resistance to Change' again Resistance to Change is a Defensive Attitude... (...)

	Addressing Concerns Against Change and their Remedies Change Management, Organizational Change, Turnaround Management (...)

	Personal Networks of Successful Change Agents Leading Major and Minor Change Initiatives (...)

	Leadership Strategies for Change Initiate, implement, develop and sustain change (...)

	Understanding Why Resistance Occurs Why Acknowledging the Power of Employees is Important (...)

	Key Success Factors when you're Designing your Change Management Program Best Practices, Change Management, Organizational Change (...)

	Role of Recruiting in Organization Culture So Hard? The ASA Model (Schneider) Organization Culture, Culture Change, Corporate Culture, Change Management, Recruitment (...)

	What Change Agents Should I Use? Change Management, Organizational Change, Turnaround Management (...)

	The Need to Communicate the REASONS for Change Change Management (...)

	Assessing the Risks of Change and the Organization�s Capacity for Change Leading Change (...)

	Critical Leadership Skills Tackling the Six Stages of Concern (...)

	Six Crucial Mind Shifts for Strategy Execution / Implementation Change Management, Strategic Change, Resistance to CHange, Strategy Implementation (...)

	Strategic Change: Why, What, When, Who and How Preparing Strategic Change (...)

	The 7C Framework for Successful Personal and Professional Change Personal Change, Professional Change, Personal Transition, Professional Transition, Embracing Change (...)

	The Role of the CEO in Strategic Change Initiation Communicating Strategic Change (...)

مصادر المعلومات إدارة التغيير - جبل الجليد

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العودة لقائمة الادارة: التغير و التنظيم | الاتصال و المهارات | الموارد البشرية | القيادة | برنامج و ادارة المشروع

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