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组织变化和发展 [4]

论文作者:www.51lunwen.org论文属性:作业 Assignment登出时间:2016-03-19编辑:zhaotianyun点击率:9582

论文字数:2104论文编号:org201603171906427035语种:英语 English地区:澳大利亚价格:免费论文

关键词:组织corporate culture社会保健信托

摘要:摘要:本文主要讲述了通过查阅文献和学术资料的方法建立其他有关领导理论,使组织得到发展和变化、

the remaining staff was that the temporary staff were given inadequate time to get this information on board and work productively towards a successful change. Many also noted that they saw a significant drop in motivation in the staff that were let go and stated that this may have contributed to this.

The second question was based on the second step 'Forming a powerful coalition', the consensus was that the department did all they could to form links within the entire organisation to try and make the change successful. The staff did not have a problem with other staff they respected saying that this change was essential. The third question on the survey dealt with the third step 'Creating a clear vision'. The result proved that the staff felt that there was a vision for this change. They understood the concern and the necessity of the change; they felt the manager did a good job at communicating this message, which was further enhanced by question four on 'Communicating the vision'.

Step 5 'Remove the obstacles human or otherwise' was the topic of question five. The staff were mixed on this step, some felt it was inappropriate for the managers to identify those resisting change as they felt they were still in mourning over not only losing colleagues but friends as well. On step 6 'Create short term wins' the staff felt there were no short term 'wins' no incentive for them to accept the change. Many mentioned the fact that they had no choice in the matter they had to accept the change. So this may be the cause of there being no 'wins' for accepting change. Step 7 'Build on the Change' the staff felt there was considerable 'after - care' used by the managers of the department, there were groups formed to pick up the work felt behind by the redundant staff. Quality groups were formed to try and pick up morale and set every one new objectives to try and beat survivor syndrome. The final step 'Anchor the changes in corporate culture' again on the 'after - care' provided by the managers they wanted to know the attitudes of the remaining staff and would then try and understand where they were coming form and change accordingly.

This research proves that the managers of the HR department followed at least some if not all of Kotter's steps to success to implement its change. The key point of this exercise was to show whether or not the SHSCT was successful in implementing the change. The circumstances of the change did not work in favour for them as it was quite sudden, however, based on the research it is concluded that they effectively managed the change and have adequately prepared both themselves and their staff for continuous change and more change given the financial situation and the cuts that our facing the NHS.


推荐和总结——Recommendation and Conclusion


This has been primarily based on Kotter's eight step process this is not the definitive process, there are many other for example Lewin's change management model or Leavitt's Diamond. However this essay has followed Kotter's 8 step approach to change and has concluded that the managers leadership skills were effective in implementing the change necessary in their department. If we were use a different model to follow there may have been a different outcome.

An organisation must work hard if it is to implement change successfully. If an orga论文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。

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