英语论文网

ad the barcodes n invoices as well as to track the location of the packages throughout their journey. The company grew again n 1989 when it purchased Flying Tigers, an air cargo delivery specializing in overseas market. This transaction, added to FedEx debt and foreign losses and by 1992 the company stopped shipping packages within Europe but continuing shipping goods to and from Europe. In 1994 Federal Express Corporation officially changed its name to FedEx, in and lunched website www.fedex.com to let customers track their packages on the internet. The website capability was extended in 1996 allowing customers to create shipping labels and order courier pickups. According to Chris Newton, a senior analyst of supply chain strategies for AMR Research in Boston, this emphasis on IT innovation has gained FedEx 30 percent share in the highly competitive business to consumer expense delivery market. Among three possible change models with IT innovations such as Technology Driven Change, Stakeholders Decision Making and Stair Change Model FedEx had chosen the last one.

Satir变化模型—— The Satir Change Model.

The Satir Change model focuses not just on systems or technology but individual people. This model describes the major stages of a change, transition between stages, effects of each stage on feelings, thinking, performance and physiology. Stair Change Model also evaluate helpful and harmful intervention during each stage, making it a robust model which explains the success the number one service industry that uses technology to carter to customer needs (Gordon, 2001).

Studying this model we will understand how individuals cope with unexpected or significant change as go through four stages: Late Status Quo, Chaos, Practice and Integration, and New Status Quo. We will notice how the performance changes as we move to the next stage in this model. In the Late Status Quo we see only small fluctuations in performance from time to time. In this stage people feel comfortable, bored, frustrated or anxious. The foreign element, something that comes from outside of your world, that shatters the familiarity experienced in the late Status. It normally happens when the company reorganizes and puts employee in a new role. Than we have another stage, which is Chaos, it is unfamiliar territory, where the life in unpredictable and individuals' typical behavior don't work. People in this stage feel stressed, confused, afraid, hurt, and uncomfortable or have other strong yet not positive emotions. The performance usually drops. Employees can react to Chaos differently, some will be directing other people around and try to stay in control, some will be focusing on small part of problem totally ignoring the Chaos happening around them, and other will be doing everything to find information about what is going on. Some of this actions work some do not. People's bahaviors and performance are unpredictable, often varying from day to day or even from moment to moment. There is also a good thing about this stage, Chaos can be very creative time but experienced under urgency and stress. The Transforming Idea gives a new understanding of what to do. New ideas are created when being in Chaos. In Practice and Integration we try the new idea or behavior. People learn quickly even though make lots of mistakes but make progress. The performance improves, reac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。