Understanding and Facilitating Organizational Change in the 21st Century Recent Research and Conceptualizations

ISBN-10: 0787958379
ISBN-13: 9780787958374
Edition: 2001
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Description: There is a widespread discontent with the quality of education and levels of college student achievement, particularly for undergraduates preparing for the professions. This report examines the educational challenges in preparing professionals,  More...

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Book details

List price: $29.00
Copyright year: 2001
Publisher: John Wiley & Sons, Incorporated
Publication date: 10/10/2001
Binding: Paperback
Pages: 120
Size: 6.00" wide x 9.00" long x 0.50" tall
Weight: 0.682
Language: English

There is a widespread discontent with the quality of education and levels of college student achievement, particularly for undergraduates preparing for the professions. This report examines the educational challenges in preparing professionals, reviews the specific types of curriculum innovations that faculty and administrators have created or significantly revised to strengthen college graduates' abilities, and focuses on the societal changes and expectations produced by the acceleration in technology.

Foreword
Acknowledgments
Understanding and Facilitating Organizational Change in the 21st Century: Recent Research and Conceptualizations
Distinctive Contribution
Focus of the Monograph
Audience
To Change or Not to Change?
Providing a Common Language for Understanding Organizational Change
What Is Organizational Change?
Diffusion, Institutionalization, Adaptation, Innovation, and Reform
Forces and Sources
Degree of Change
Timing of Change
Scale of Change
Focus of Change
Adaptive/Generative
Intentionality: Planned Versus Unplanned Change
Response Time: Proactive and Reactive
Active and Static
Target of Change: Change Process and Outcomes
Summary
Theories and Models of Organizational Change
Typology of Organizational Change Models
Evolutionary
Teleological
Life Cycle
Dialectical
Social Cognition
Cultural
Multiple Models
Summary
Appendix
Understanding the Nature of Higher Education Organizations: Key to Successful Organizational Change
Interdependent Organizations
Relatively Independent of Environment
Unique Organizational Cultures of the Academy
Institutional Status
Values-Driven: Complex and Contrasting
Multiple Power and Authority Structures
Loosely Coupled Structure
Organized Anarchical Decision Making
Professional and Administrative Values
Shared Governance System
Employee Commitment and Tenure
Goal Ambiguity
Image and Success
Summary
Higher Education Models of Change: Examination Through the Typology of Six Models
Evolutionary
Teleological
Life Cycle
Dialectical
Social Cognition
Cultural
Multiple Models
Summary
Research-Based Principles of Change
Promote Organizational Self-Discovery
Realize That the Culture of the Institution (and Institutional Type) Affects Change
Be Aware of Politics
Lay Groundwork
Focus on Adaptability
Facilitate Interaction to Develop New Mental Models and Sensemaking
Strive to Create Homeostasis and Balance External Forces with the Internal Environment
Combine Traditional Teleological Tools, Such As Establishing a Vision, Planning, or Strategy, With Social-Cognition, Symbolic, and Political Strategies
Realize That Change Is a Disorderly Process
Promote Shared Governance or Collective Decision Making
Articulate and Maintain Core Characteristics
Be Aware of Image
Connect the Change Process to Individual and Institutional Identity
Create a Culture of Risk and Help People to Change Belief Systems
Realize That Various Levels or Aspects of the Organization Will Need Different Change Models
Know That Strategies for Change Vary by Change Initiative
Consider Combining Models or Approaches, As Is Demonstrated Within the Multiple Models
Summary
Future Research on Organizational Change
References
Name Index
Subject Index

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