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最终，相比于其他任何因素，任何组织变革的成功因素都因归结为克服由内部政治派系和敌对的组织建立的障碍。然而，作者和专业顾问通常都会忽略或轻视他们的技术和组织变革方法下的权力斗争和政治斗争。因此，以最好的话来说，使他们还不够成熟；而以最坏的情况来说，他们就是骗子。

关于这一说法，我们将会进行批判性的讨论，而且我们还会根据图表中的理论以及课程上讨论的案例研究来说明你的回答（你必须使用这些案例，而不是其他案例；同时参考这些案例，这是你的义务）。其目的是为了证明你能在多大程度上被此说法所说服。

引言

管理改革作为组织的需要项目正在不断地增加，那么一旦改革开始实施，其组织能力的目的就是为了来管理这些改革，从而最终实现生存的变化过程。而导致这些问题的原因都是因为竞争的加剧、经营环境以及市场的全球化变的越来越重要而引起的。最终，这一事实使得研究的变化和发展在社会科学中，例如在许多社会和自然科学等学科中，它的理论文献和实证研究结果成为了一个重要的主题。

Ultimately, more than any other factor, the success of any Organisational change effort comes down to overcoming the barriers set up by ‘internal politics’ and warring organisational factions. Authors and consultants who ignore or neglect power struggles and politics in their techniques and methods of organisational change are, at best, naïve; at worst, they are charlatans.”

Critically discuss this statement, drawing on established theory and illustrating your answer with the case studies that are discussed in the course (you must use these cases, and not others; reference to them is compulsory). To what extent are you persuaded by the argument in the statement?

引言---Introduction

The ability of organizations to engineer change as the need arises, to manage these changes once they are initiated and to ultimately survive the change process is becoming increasingly important due to the intensifying competition in business environment as well as the globalization of markets (Amagoh, 2008). This fact has made the study of change and development one of the great themes in the social sciences such that many of the social and natural science disciplines have developed theoretical literature and empirical findings on it.

This repertoire of research has generated a variety of theoretical perspectives on the nature of organizational change and development, in particular, the causes of change, the dynamics of the change process, as well as the factors that both hamper and/or favour successful organizational transformation. (Pettigrew, Woodman and Cameron, 2001; Weick and Quinn, 1999). This variety of perspectives no doubt, sometimes present a conflicting view about the causes of change in organizations. Despite this conflicts among theorists, however, a significant body of research have a consensus on several issues relating to organization change process (Fernandez and Rainey, 2006).

Despite the wealth of literature and empirical works on organizational changes and corporate transformation, numerous organizational restructuring or transformation effort often fail to achieve the intended goal. Dedicated research into why organizational change initiatives fails has produced a quite a lot of reasons one of which is resistance to change manifested in the form of subtle political behavior, internal politics and organization warring factions.

论据---Argument

Organizational change is a process that is typically met with disgruntled employees facing the changes. People resist change and behave accordingly. Change includes new adaptations to environmental circumstances and this leads to fear, frustration and other negative behavior that often thwart the change effort. Kurt Lewin (1952) presented a change theory that helps explain what goes on in the organization see本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。