Organisational change and the management of expertise by Janette Webb

Cover of: Organisational change and the management of expertise | Janette Webb

Published by Routledge in London, New York .

Written in English

Read online

Subjects:

  • Organizational change -- Management.,
  • Expertise -- Management.

Edition Notes

Includes bibliographical references (p. [171]-172) and index.

Book details

StatementJanette Webb and David Cleary.
SeriesOrganisational behaviour and management series
ContributionsCleary, David.
Classifications
LC ClassificationsHD58.8 .W43 1994
The Physical Object
Pagination175 p. ;
Number of Pages175
ID Numbers
Open LibraryOL851363M
ISBN 100415091896
LC Control Number95131541

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The Social Construction of Organizational Change: Technical Entrepreneurial Spectrum and the Management of Expertise.

Series Title: Organisational behaviour and management series. Taking both a theoretical and a practical approach to the issues of organizational change, the text seeks to meet both the academic and applied aims of most business and management courses.

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It should be noted from the outset of this section that the material included is largely based on the work of Connor and Lake (). Organizations today must become more innovative and agile to succeed.

By nature, innovation and agility result in constant, ongoing organizational change and managing that change well is part of realizing business results. Managing Change in Organizations: A Practice Guide (Project Management Institute) further informs the standard practice of portfolio, program, and project management.

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Workplace Demographics. Organizational change is often a response to changes to the environment. For example, agencies that monitor workplace demographics such as the U.S. Department of Labor and the Organization for Economic Co-operation and Development have reported that the average age of the U.S.

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Change management is the processes, tools and techniques used to manage the people-side of change but it is not a stand-alone. The complexities of change in today's business environment can be overwhelming for organisations.

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Well planned change which is communicated effectively and carefully considers the impact on employees, will ensure that organisational effectiveness is maintained as far as possible.

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Change management is an ongoing process that takes time, expertise, dedication and efforts to implement and run. This model also offers directional factor to organizational change.

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A central idea of all change management theories is that no change ever happens in isolation. In one way or another, change impacts the whole organization and all of the people in it. But with good change management, you can encourage everyone to adapt to and embrace your new way of working.

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Sometimes even the most successful companies need to go through organizational change in order to continue their success. But it’s rarely an easy process and 70% of transformation programs are many reasons why a company may decide to undergo major organizational.

Abercrombie & Fitch is the well known casual wear company which was founded in In ’s the company experienced a change management rebirth, thanks to the CEO Michael Jeffries who reimagined the brand to ‘project an aura of youthful sexuality’.

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The Managing People in Organizations Department helps managers understand the interplay between management action, human resources management and labor relations in business strategy. The department focuses its teaching and research on the crucial role people play as the main source of competitive advantage.

Change management is the formal process for organizational change, including a systematic approach and application of knowledge.

Change management means defining and adopting corporate strategies, structures, procedures, and technologies to deal with change stemming from internal and external conditions. -Society for Human Resources Management. Knowledge management (a process of organizing and distributing an organization’s collective wisdom so the right information ges to the right people at the right time Note: Don’t forget to consider culture as you attempt to change your organization (p.

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