Organizational Development Through Planned Change a Development Model
Organizational Development Through Planned Change a Development Model
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In our eReader you can find the full English version of the book. Read Organizational Development Through Planned Change a Development Model Online - link to read the book on full screen. Our eReader also allows you to upload and read Pdf, Txt, ePub and fb2 books. In the Mini eReder on the page below you can quickly view all pages of the book - Read Book Organizational Development Through Planned Change a Development Model
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This redefinition will have implications for all of -13- the other organizational subsystems.
The source of power and organizational subsystem dimensions can be com- bined to form an organizational intervention matrix (see Figure 2). The main implication of this matrix, for us, is that action interventions should be planned and executed with an awareness of the total organization- al system. Since changes in one subsystem will affect changes in every other, the best leverage point for change ca...n be sought. It may be easier, for example, to redefine jobs than to change motives. Communication prob- lems between units may be alleviated by locating the units in the same place In addition, the two aspects of each of these subsystems must be in har- mony. The formal authority system must be supported by the informal author- ity system and vice versa. Policy changes which are not supported by cul- tural changes are doomed to subversion.
Another implication, or perhaps specualtion is a better word at this point, is that different sources of power and combinations of sources of power may be important in changing different subsystems.
What to read after Organizational Development Through Planned Change a Development Model?
You can find similar books in the "Read Also" column, or choose other free books by David a Kolb to read onlineMoreLess
To quickly assess the difficulty of the text, read a short excerpt:
This redefinition will have implications for all of -13- the other organizational subsystems.
The source of power and organizational subsystem dimensions can be com- bined to form an organizational intervention matrix (see Figure 2). The main implication of this matrix, for us, is that action interventions should be planned and executed with an awareness of the total organization- al system. Since changes in one subsystem will affect changes in every other, the best leverage point for change ca...n be sought. It may be easier, for example, to redefine jobs than to change motives. Communication prob- lems between units may be alleviated by locating the units in the same place In addition, the two aspects of each of these subsystems must be in har- mony. The formal authority system must be supported by the informal author- ity system and vice versa. Policy changes which are not supported by cul- tural changes are doomed to subversion.
Another implication, or perhaps specualtion is a better word at this point, is that different sources of power and combinations of sources of power may be important in changing different subsystems.
What to read after Organizational Development Through Planned Change a Development Model?
You can find similar books in the "Read Also" column, or choose other free books by David a Kolb to read onlineMoreLess
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