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Sources of Understanding Organization Change | |
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Introduction | |
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Potential Literature | |
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The Tipping Point | |
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Rethinking Organization Change | |
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The Paradox of Planned Organization Change | |
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Making the Case for Organization Change | |
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Personal Declarations and Points of View | |
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A Closing Request | |
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A Brief History of Organization Change | |
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Scientific Management | |
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The Hawthorne Studies | |
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Industrial Psychology | |
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Survey Feedback | |
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Sensitivity Training | |
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Sociotechnical Systems | |
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Organization Development | |
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The Managerial Grid and OD | |
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Coercion and Confrontation | |
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Management Consulting | |
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Theoretical Foundations of Organizations and Organization Change | |
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Open System Theory | |
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Characteristics of Open Systems | |
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Organization Change is Systemic | |
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Toward a Deeper Understanding of Organization Change | |
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Capra's Three Criteria for Understanding Life | |
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Implications for Organizations and Organization Change | |
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The Nature of Organization Change | |
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Revolutionary Change | |
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Evolutionary Change | |
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Revolutionary Change: Case Example | |
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Evolutionary Change: Case Example | |
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Levels of Organization Change: Individual, Group, and Larger System | |
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Change in Organizations at the Individual Level | |
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Individual Responses to Organization Change | |
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Change in Organizations at the Group Level | |
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Group Responses to Organization Change | |
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Change in Organizations at the Larger-System Level | |
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System Responses to Organization Change | |
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Organization Change: Research and Theory | |
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Reviews of Organization Change Research | |
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More Recent Approaches to Research and Theory | |
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Organization Models | |
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Organization Change Theory | |
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Current Thinking Regarding Organization | |
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Change and Theory | |
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Conceptual Models for Understanding Organization Change | |
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Content: What to Change | |
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Process: How to Change-- A Theoretical Framework | |
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Process: How to Change-- Practice Frameworks | |
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Mini-Theories Related to Organization Change | |
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The Content and Process of Strategic Change in Organizations | |
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Strategies for Effecting Change in Human Systems | |
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Integrated Models for Understanding Organizations and for Leading and Managing Change | |
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What is an Organizational Model? | |
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Why Use an Organization Model? | |
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Organization Models and Organization Change | |
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A Comparison of the Three Models | |
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The Burke-Litwin Causal Model of Performance and Change | |
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Background | |
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The Model | |
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Support for the Model's Validity | |
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Application of the Burke-Litwin Model | |
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Dime Bancorp, Inc. | |
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British Broadcasting Corporation (BBC) | |
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Transformation Leadership | |
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Does Leadership Matter? | |
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Toward Further Definition | |
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Transformational Leadership According to Bass | |
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Characteristics of Executive Leadership | |
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Howard Gardner's Leading Minds | |
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Howard Gardner's Changing Minds | |
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Leading Organization Change | |
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Phases of Organization Change and the Leader's Role | |
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Apply the "Tipping Point" Principles to Planned Organization Change | |
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Organization Change: Integration and Future Needs | |
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Changing the Organization | |
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Successful Processes of Organization Change | |
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The Look of Change | |
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Organization Change: What We Need to Know | |
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Priorities | |
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Conclusion | |
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Appendix: Annotated Bibliography | |