essay代写

论文代写:组织变革成果

论文代写:组织变革成果

组织变革是一个持续的过程,它要么受到欢迎要么受到抵制。这种接受或抵制是建立在某些文化价值观之上的,这种价值观引导接受或抵制变革过程的人的良心。市场需求的变化和客户的不同需求导致了变革,或者是组织决定根据其预测改变战略的意图。当这一改变被启动,因为它是被迫的或有意的,它要求公司的每个雇员接受或抵制它。当这种接受与员工的个人身份和目标相一致时,它是受欢迎的,但当它不对齐时,它几乎是最初的抵制。有一些策略可以在特定情况下使用,以解决变化管理问题,特别是基于文化的问题。

其中一个策略是个人变更管理,其重点是个人的能力和他们个人在变革过程中的行动意愿。这可能是个人自己造成的,因为强迫任何人改变一定会产生强烈的抵制。这也可以被称为终身学习方式,是个体在生活中所采用和处理的。Buchanan和Huczynski(1991)所描述的变化都通过学习的过程,个体获得知识通过自己的经验来引导他们改变行为。

本组织可以采取的一些其他战略,以满足其期望的变化结果是:

深入研究组织文化和文化价值观的国家的业务分布,使新的领导者知道员工的可预测的行为,这有助于公司办理职工的方式可以帮助公司带来所期望的改变的结果(卡明斯和沃利,2009)。

论文代写:组织变革成果

Organisational change is a continuous process and it is either welcomed or resisted. This acceptance or resistance is based on certain cultural values which guide the conscience of the person accepting or resisting the change process. Change is either forced resulting from market demands and different requirements from customers, or is intentional by the organisations’ decision to change its strategies depending on their projections. When this change is initiated and because of it being forced or intentional, it requires every employee in the firm to either accept or resist it. When this acceptance is aligned with the employees’ personal identity and purpose, it is welcomed, but when it is misaligned, it is almost resisted initially. There are strategies which are possible to employ in specific situations to address the change management issues especially based on culture.

One of the strategies is the individual change management which focuses on individuals’ capability and their personal willingness to act in the direction of the change process. This may be intended by the individuals themselves, because forcing a change on anyone is sure to create a strong resistance from them. This can also be termed as the life-long learning approach which an individual adopts and processes in their life. Buchanan and Huczynski (1991) have described changes to come about by way of the process of learning through which the individual acquires knowledge by their own experience leading them to a changed behaviour.

Some of the other strategies that the organisation can adopt to meet their desired change outcomes are:

Conducting a deep study of the organisational culture and cultural values of the country where the operations are located, so that the new leader knows about the predictable behaviours of the employees, and this helps the companyto handle the employeesin a way which could assist the company in bringing the desired change outcome (Cummings and Worley, 2009).