Wilfried Krüger的变革管理冰山(Change Management Iceberg)理论形象地论证了组织变革的关键—— 应对变革障碍。
冰山之巅
根据Kruger的研究,大多数变革管理者只关注变革冰山的顶层(水面以上部分), 即变革所牵涉的成本、质量和时间等问题(问题管理)。
冰山之基
然而,冰山的水面以下部分,包含着变革管理更为重要的两个方面:
应对变革障碍所需采取的变革管理方式亦取决于两个因素:
1、变革种类
- 对待“坚硬的”挑战(如信息系统、组织流程),需要放开手脚大刀阔斧地废旧换新
- 对待“绵软的”挑战(如价值、情绪、能力),应对方法则复杂得多
2、变革战略
-革命性的、彻底的变革,如Business Process Reengineering[业务流程重组]
-渐进式的、递增的变革,如Kaizen[改善]
变革相关者
- 变革的极力反对者,不仅对变革持反对态度,而且付诸行动阻挠变革,以免变革伤害到其个人利益。 需要通过感知与信仰管理,尽可能地改变他们对待改革的思想认识。
- 变革的积极促进者,不仅对变革持普遍的欢迎态度,而且从个人出发积极推动变革,以期通过变革实现个人的价值利益。 他们既利用变革,就必然支持变革。
- 变革的暗藏反对者,尽管表面上看似支持变革,事实上他们是对变革基本上持反对态度的机会主义者。 对待他们,除了感知与信仰管理之外,还需要辅以信息沟通(问题管理),改变他们的态度。
- 变革的潜在促进者,对待变革基本上持赞成态度,但由于各种原因对变革又显得信心不足。 这种情况下,就需要权利与政治管理。
应对变革
Krüger强调,变革管理是一项长期的任务和挑战, 冰山顶层的问题管理,只有与冰山底层管理保持一致,才有可能达到一定的效果。 冰山底层正是变革管理的基础,它反映出来的就是,人际行为维度和文化标准维度的权力与政治管理以及感知与信仰管理。
文章: Wilfried Krüger - Implementation: the Core Task of Change Management, CEMS Business Review, Vol. 1, 1996
参考书: Michael A. Beitler - Strategic Organizational change
参考书: Linda Ackerman Anderson, Dean Anderson - The Change Leader's Roadmap
变更管理(冰山) 小组。

小组 (17名成员)
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关于变更管理(冰山)的最高评价的讨论主题。在这里你会找到最有价值的思路和切实可行的建议。
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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 book 'Change management' indicate that there are multiple psychological motives...
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 41条评论
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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 employee resistance to change.
2. Help employees transition through the change proc...
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What Leadership Style Reduces Resistance?
The importance of employees being committed to change cannot be underestimated nowadays, since more and more organizations are operating in a dynamic environment, both internally and externally.
How ...
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Hidden Resistance to Change
It is very important to recognize that the most powerful resistance does NOT come from those who openly disagree with you. For such people you can easily ague it out with them and know where the proce...
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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 favour of the change then we reward them and if they are not then they are punched...
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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 themselves, they will either cope with that or else the automatic defense mechanism wil...
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有关变更管理(冰山)的各种信息来源。在这里,您将找到Powerpoint,视频,新闻等可用于您自己的讲座和讲习班。
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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...
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Avoiding Resistance: Communicate Organizational Change to Affected Audiences Organizational Change, Change Management, Change Communications This presentation elaborates on the process of communicating change towards those affected by the change. The presentati...
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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.
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Article by Krger 1 Change Management Part 1 of the article by Wilfried Krger in De Wit and Meyer's Strategy: Proces, Content, Context. Used with permission....
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Role of Leadership in Change Management Change Management, Leadership Clear presentation about the tasks of leaders in change management by N.H. Amer. First there is an outline of the person...
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Change Management Iceberg Diagram Resistance to Change Download and edit the 12manage PowerPoint model for limited personal, educational and business use.
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Article by Krger 2 Change Management Part 2 of the article by Wilfried Krger in De Wit and Meyer's Strategy: Proces, Content, Context. Used with permission....
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自动跳入有关以下内容的其他有用资源变更管理(冰山)。
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比较: Change Model Beckhard[Beckhard变革模型] | Changing Organization Cultures[组织文化变革法] | Forget Borrow Learn[遗忘借用学习法] | Change Phases[变革阶段] | Appreciative Inquiry[肯定式探询] | Positive Deviance[正向偏差] | DICE Framework[DICE架构] | Force Field Analysis[力场分析法] | Core Group Theory[核心组理论] | Bases of Social Power[社会权力基础] | MSP[成功管理计划] | PMMM[项目管理成熟度模型] | Theory of Planned Behavior[计划行为理论] | Business Process Reengineering[业务流程重组] | Kaizen[改善] | Dimensions of Change[变革尺度] | Seven Habits[七个习惯] | Levels of Culture[文化层次] | Culture Types[文化类型] | RACI[RACI模型]
返回到分类主页: 变革与组织 | 沟通与技能 | 人力资源管理 | 领导力 | 计划与项目管理
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