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论文语言：英语论文 English
论文专业：managing and leading chang
字数：2500
学校国家：英格兰
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您的学校：staffordshire University
论文用于：BA assignment 本科课程作业
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正文2500字
需要15个附录（包括SWOT analysis, Tropics Test-soft complexity, Lewin's Force Field Analysis, culture web, Hughes's Model,Kotter and Sclessinger-overcoming resistance to change, Thomas's conflict, Pugh's organisational design matrix, Schwartz and Davis-culture, Dumply and Stace-Leadership, Schein-culture, Paton and McCalman-change agent model, Greinner-growth phases, organic/business process reengineering, Stanley-cynicism cycle)

Partexceltron Report英国斯塔福德郡大学作业

1 Introduction

The changes of internal and external environment and constant changes of organizational resources would bring a great of opportunities and challenges to the organization, which would urge the organization to pay attention to organizational change. Therefore, the organizational change is imperative for the development of an organization.
内部和外部环境和组织资源的不断变化，会带来巨大的机遇和挑战对组织的变化，这将促使组织关注组织的变化。因此，组织变革是一个组织的发展势在必行。

2 Discussions
2.1 Stage 1-Diagnose current situation and develop a version for change

2.2 Stage 2-Gain commitment to the version and the need for change
2.3 Stage- Develop and plan action
3 Conclusions
4 Recommendations
5 The implementation of the changes
6 Assessing and reinfore the change

References cited:

1. Beckhard, R and Harris, R. (1987). “Organizational Transitions: Managing Complex Change” (2nd, edn) , Reading, MA: Addlson-Welsy. pp. 104-108.
2. Buchanan, D. and Boddy, D. (1992). The expertise of the change agent (Hemel Hempstead, Prentice Hall), pp. 92-93.
3. Dean, J. W., Brandes, P., & Dharwadkar, R. (1998). Organizationalcynicism. Academy of ManagementReview, 23, 341–352.
4. Dunphy,D., and Stace,D. (1993), The strategic management of corporate change, Human Relations, Vol.46, No.8, pp.905-920.
5. Greinner, L. (1972). “Evolution and revolution as organizations growths”, Harvard Business Review, July-August.
6. Johnson, G., Scholes, K., Whittington, R. (1992). “Exploring Corporate strategy: Text & Cases”. Financial Times Prentice Hall, London: 2008.
7. Lawler, E. E. (1991). High involvement management.San Francisco, CA: Jossey-Bass.
8. Locke, E. A., & Schweiger, D. M. (1979). Participationin decision making: One more look. In B. M. Staw(Ed.), Research in organizational behavior (Vol. 1,pp. 265–340). Greenwich, CT: JAI Press.
9. M2 Communications Ltd (Wednesday, 30 August 2000).
10. Mabey, C. and Pugh, D. (1995) Unit 10, “Strtegies for managing complex change ”, Course B 751, Managing and Development and Change, Milton Keyneys: Open University press.
11. MICHELLE BROWN AND CHRISTINA CREGAN, (2008).ORGANIZATIONAL CHANGECYNICISM: THE ROLE OF EMPLOYEE INVOLVEMENT. Human Resource Management, Winter 2008, Vol. 47, No. 4, Pp. 667–686
12. O’Brien, A. T., Haslam, S. A., Jetten, J., Humphrey, L.,O’Sullivan, L., & Postmes, T. (2004). Cynicism anddiseng agement among devalued employee groups: The need to ASPIRe. Career Development International, 9(1), 28–44.
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