An analysis into the most effective approach for organizational change.
Written in 2007; 3,320 words; 11 sources; MLA; $ 94.95
Paper Summary:
This paper reports on research findings emphasizing how to help introduce change into organizations. The paper discusses the many different factors involved, including the personnel's reception to change, how the changes are introduced and who should introduce the changes. The paper discusses how each organization's needs determine what will be the best approach for its particular people and business.
Table of Contents:
How Fairness, Favorability And Degree Of Change Relates To Psychology Of Commitment
Psychological Impact On Job Change
Personality Dimensions And Acceptance Of Change
Spirituality As A Means Of Psychological Change
Improving Psychology Of Change Through Technology
Preparing The Organization For Psychological Change
Using Psychological Change To Undergo A Cultural Change
Psychological Change Comes With How The People Do It
Conclusion
From the Paper:
"The authors stress that it is not easy or straightforward to make organizational change by changing mindsets. A company should not attempt do reach this level of change without first trying less disruptive options for attaining desired outcomes. For example, tactical moves may be enough, or the introduction of new practices. Most important, however, can be people development through training or workshops. Workshops that draw on transpersonal psychology can speed up cultural change and make it more lasting. Employees will not put sustained effort into a new kind of behavior when only having rational understanding of why it matters to the company; it must mean something much deeper to them and have an effect on their personal growth."
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