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essay格式范文-变革使人沮丧

论文作者:www.51lunwen.org论文属性:短文 essay登出时间:2015-08-28编辑:huiyin点击率:7886

论文字数:2597论文编号:org201507241646445823语种:中文 Chinese地区:中国价格:免费论文

关键词:

摘要:在全球化的经济形势之下,组织之间的竞争日益加剧,每个组织都势必变革管理方式。但是变革能否成功是具有不确定性的,有时候可能面临全盘皆输的危险。文章详细列举了决定变革成功的要素以及变革带来的负面影响。

管理的变革在如今的公司中并非易事,但是合理变革已经是各个组织必须要做的事情了。如果组织想要在当今高度竞争的环境下生存下来,他们就必须迅速且成功的变革。管理变化现在是核心能力的短板,组织在互相竞赛中都采取了这种方法。变化的步伐一直在不断加快,并且充满了不确定性。一项IBM的研究显示了一系列组织变化成功的概率。只有44%的组织实施的变革完全满足目标,44%的组织至少未达成一个目标,15%的组织错过所有目标或完全失败了。基本上来讲,59%的变更计划未能达到他们的目标。研究还揭示了关键的成功因素,例如,最高等级的管理层支持(92%),员工的参与程度(72%),诚实的和及时的沟通(70%)、企业促进变革的文化激励和,55%的因素是变革代理人(变革先锋),文化支持(48%)。除此之外还有一些较低级别但仍然重要的因素,有效的培训项目(38%)、调整绩效指标(36%)、一个高效的组织结构(33%)、货币以及非货币性活动(19%)。最重要的因素是人,因为人掌控组织的管理变化。


Managing change in today's organizations is not easy but doing it well is the new imperative. If companies want to survive and strive in today's highly competitive environment, they have change quickly and yet successfully. Managing changes is now a core competency where organizations fall short in the race to adopt it. The increasing pace of change coupled with accelerating uncertainty. An IBM study reveals the following rates in change program success, only 41% organizations implementing change fully met objectives, 44% missed at least one objective and 15% missed all objectives or aborted. Basically 59% change initiatives failed to meet their objectives. The study also discloses the key success factors such as, the highest rating has a top management sponsorship (92%), an employee involvement (72%), an honest and timely communication (70%), a corporate culture that motivates and promotes change, 55% change agents (pioneers of change), a change supported by culture (48%). The lower rating but still important are the following factors, efficient training programs (38%), adjustment of performance measures (36%), an efficient organization structure (33%) and monetary and non-monetary activities (19%). The most considerable of all the above is the human factor because people matter the most in managing change in organization.


Change is something that makes people upset and has the higher potential of failures, loss production or failing quality. On the other end, there is a positive side of change, where he effects of change are important to the survival of the organization. From the perspective of employees both definition and understanding is essence to successfully managing change. As mentioned before uncertainty, a fear of unknown or an expectation of loss make people resistant to change. To eliminate this discomfort we have to make sure that people perceive the change in the positive way and that they are well equipped to deal with the change they expect either though training programs or communication. People have to be aware of the impact of the change of them. To begin with, the change has to be defined to employees in detail and as early as possible. It is a leader responsibility to provide updates as things developed and become clearer. Management has to help people understand what is changing and why and recognize they reluctance. People would like to know answers for what the change will be and when it will happen and why it is happening. Maintaining channels of communication between employees and management will help employees to embrace to change when they become aware of what is coming and what it will mean to them. The employees will appreciate that and be more productive before and after the change. Implementing change poorly is worst than not implementing change at all because poor implementations contaminate people's attitude toward change and creates problem in the future. Middle management has to be aware that change fo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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