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所以我们如何改变一个复杂的组织,以满足这个新世界的挑战爆炸的信息,增加不确定性,和不断增加的复杂性?虽然肯定是没有简单的答案——因为变化是一种情况和时间依赖。一个组织变化过程朝着成为一个聪明的复杂的自适应的系统，必须让每个人都参与公司以及外部合作伙伴。自组织网络和知识的人越来越相互联系，越来越复杂的世界变得越来越全球化,更大的一个组织的自组织变革策略必须发挥作用。

英格尔改变策略提出了实现我们所说的连通性的选择。这意味着各级决策组织的,但不同的是,显然不仅基于为未来指明了方向,但有凝聚力的方式基于理解为什么那个方向是可取的和个人决策的角色扮演对共同愿景的直接目标和他们的支持。在顶层,不断增加的知识和分享组织，基于一个共同的方向和一套共同的信仰和价值观背后的理论力量而去改变策略。

知识共享的成长之路

实现改变各级组织遵循的增长路径和分享知识。例如,当探索一个新的想法,无论是在个人或一个组织作为一个整体——关闭第一次创建结构化的概念。随着这些概念发芽,一些集中但有限的共享这些概念的发生。

The Change Agent S strategy Commerce Essay

Surviving and thriving in a multifaceted world requires a multifaceted change strategy. Paraphrasing Ashbys law of requisite variety, there must be more variety in the change strategy than in the system you are trying to change.

So how do we change a complex organization to meet the challenges of this new world of exploding information, increasing uncertainty, and ever-increasing complexity? While there is certainly no simple answer---since change is situation and time-dependent---the change process for an organization moving toward becoming an intelligent complex adaptive system must engage every individual in the firm as well as external partners. Since organizational networks of people and knowledge have become more and more interconnected and more and more complex as the world has become more global, the larger an organization the more a self-organizing change strategy must come into play.

An ICAS change strategy sets out to achieve what we call a connectedness of choices. This means that decisions made at all levels of the organization, while different, are clearly based not only on a clear direction for the future, but made in a cohesive fashion based on an understanding of both why that direction is desirable and the role that individual decisions play with respect to immediate objectives and their support of the shared vision. At the top level, a continuous increase of knowledge and sharing based on a common direction of the organization and a common set of beliefs and values is the theoretical force behind the change strategy.

知识共享的成长之路——The Growth Path of Knowledge Sharing

Implementing change at every level of the organization follows the growth path of knowledge and sharing. For example, when exploring a new idea---whether within an individual or in an organization as a whole---closed structured concepts are first created. As these concepts germinate, some focused but limited sharing of these concepts occurs. Over time, particularly if positive feedback occurs during the limited sharing, there is increased sharing and a deeper awareness and connectedness through sharing occurs, i.e., a common understanding of the concept is shared across a number of people. From this framework, individuals and organizations participating in this sharing create new concepts and from those concepts new innovations, and purposefully share them across and beyond the framework, leading to application o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。