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Change management (CM) is a discipline that focuses on managing changes within an organization. Change management involves implementing approaches to prepare and support individuals, teams, and leaders in making organizational change.
However this is a relatively narrow definition that overlooks other reasons and ignores other rationales. A better understanding is achieved by considering that "transformation [..] is generally a response to two things. First, there are underlying problems or causes of organisational pain that need to be addressed.
Organization development (OD) is the study and implementation of practices, systems, and techniques that affect organizational change. The goal of which is to modify a group's/organization's performance and/or culture. The organizational changes are typically initiated by the group's stakeholders.
Aligning the organization with transformational leaders by committing, being involved, and developing with the employees can lead to higher job satisfaction and motivation. [ 38 ] When transformational leadership was used in a nursing environment, researchers found that it led to an increase in organizational commitment . [ 35 ]
This method of organizational transformation is implemented by analyzing and restructuring various aspects of a business, such as workflow, communication, and decision-making processes, with the goal of achieving significant improvements in performance, such as increased productivity, reduced costs, and improved customer satisfaction.
One of the foundational definitions in the field of organizational development (aka OD) is planned change: . According to Beckard defines that “Organization Development is an effort planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's 'processes,' using behavioral-science knowledge.”
Complexity theory also relates to knowledge management (KM) and organizational learning (OL). "Complex systems are, by any other definition, learning organizations." [18] Complexity Theory, KM, and OL are all complementary and co-dependent. [18] “KM and OL each lack a theory of how cognition happens in human social systems – complexity ...
The same principles that apply to teams apply to firms. Change the relationships and you will change the outcomes. "I Opt" can define "what is causing what" in the system of groups and leaders. This allows it to pinpoint critical areas. This ability to focus on points of maximum effect reduces the cost and improves the timeliness of change.