...In a progressively competitive and constantly changing business environment, organisations feel the need to look for quick change options, even if it means not giving proper consideration for the possible ramifications. Change theory argues that change must be considered and planned carefully. However, in this fast-paced business world, the complexities of change are sometimes overlooked in order to implement change quickly, especially in reactive circumstances, which leads to simplistic solutions and the search for one right way to change management. When possible though, change should be considered carefully so it does not act against an organisation’s strategic goals. This essay will firstly discuss the one right way to change and how no change theory is all encompassing, even though many models of change prescribe that it is the definitive change solution. The essay will look at environmental impacts that influence change. The punctuated equilibrium model and emergent change model suggest that the current business environment is volatile and unpredictable, which make planned change hard to achieve every time, especially when change is reactive. This essay will also discuss of the role of a change agent in organisations and whether using internal or consultant change agents affect the change process. On the surface, the one right way to change is unrealistic and potentially goes against the best interests of the organisation. Burnes (1996) argues that theory not only prescribes...
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...Center for Group Dynamics, particularly the early research by John R. P. French. The original French and Raven (1959) bases of power model posited six bases of power: reward, coercion, legitimate, expert, referent, and informational (or persuasion; Raven, 1965). Since then, as the result of considerable research, the model has gone through signiJicant developments. A more comprehensive model is presented here that reviews the following: various motivations of the influencing agent; an assessment of available power bases in terms of potential effectiveness, time perspective, personal preferences, values and norms; consideration of other strategies such as manipulation; utilization of various preparatory and stage-setting devices to strengthen olte’s power resources; implementation of the power strategies; assessment of effectiveness of influence attempt and its positive andl or negative aftereffects; use of various ameliorative devices; and review, reconsideration, and another round of influence strategies. The overall model is examined in terms of its applicability to various settings including hospital infection control, patient compliance with physicians’ recommendations, confrontations between political jgures, children’s influence on their peers, conflict resolution and negotiation, as well as supervisorlsubordinate relationships. More than 30 years have now elapsed since John R. P. French and I presented a typological analysis of the bases of power in interpersonal inThis...
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...details Candidate’s Name | | Candidate’s ID number | | Assessor’s Name | | | | Assessment Date/s | | Time/s | | Instructions to Students 1. You must accurately complete the Student Assessment Pack. 2. Your Assessor may want to discuss written answers with you to get further evidence of your understanding and to check that it is your original work 3. You need to submit Assessment Cover Sheet for each assessment. 4. You are permitted to use dictionaries and to seek support, as required. 5. Where your work has been deemed as unsatisfactory, you will be permitted to resubmit the assessment. Refer to RGIT reassessment policy and procedure. 6. Unless the assessment task specifically allows pair work or group activities such as brainstorming, you must submit their own original work and are not permitted to copy the work of other students. Plagiarism is never acceptable. 7. Assessments must be submitted on their due dates. 8. Extensions are permitted in consultation with the trainer. Performance objective Candidates will demonstrate knowledge and skills required to influence groups and individuals. Assessment description Using the workplace scenario information provided, you will plan the implementation and resourcing of an organisational change strategy, consult with various stakeholders, and implement a key part of the change strategy. At all stages, you will build support for the implementation. Note: You will need to keep copies of...
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...risks of surgical-site infection (SSIs). Providone-iodine (Betadine) has been the primary cleanser for central line placement for the last decade, but surgical- site infections (SSI) continue to increase raising the question if betadine is a sufficient agent for surgical insertion of a CVC or is there an alternative proven through evidence- based practice to be a more effective anti-microbial. A2a. Basis for Practice Procedures and protocols are researched by the safety committee who release their findings to the clinical practice committee for review and evaluation. In a culture that use to accept betadine as the primary anti-microbial agent to cleanse the skin prior to CVC insertion has been questioned and through evidence based practice is in favor of using chlorhexidine gluconate (CHG) as the primary agent by identifying and concluding that it is superior to betadine by reducing the risk of SSIs by approximately 50% (Chaiyakunapruk, Veenstra, Saint, and Lipsky (2009). If the clinical practice committee approves the use of CHG for CVC insertion it is communicated to the department of nursing followed by the nurse managers, educators and staff nurses. A2b. Rationale CHG and betadine are anti-microbial agents that reduce the incidence of primary SSIs. Cleansing the surgical incision site of the CVC is practiced by disinfecting the skin...
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...references and index. 1. Mlcroeconomlcs. 1. Title. HB172.V35 1992 338.5--dc20 ISBN 0-393-95735-7 W. W. Norton & Company, Inc., 500 Fifth Avenue, New York, N.Y. 10110 W. W. Norton & Company, Ltd., 10 Coptic Street, London WClA 1PU CONTENTS PREFACE 1 Technology Measurement of inputs and outputs 1 Specification of technology 2 Example: Input requzrement set Example: Isoquant Example: Shortrun productzon posszbzlztzes set Example: Pt-oductzon functzon Example: Transformatzon functzon Example: Cobb-Douglas technology Example: Leontzef technology Activity analysis 5 Monotonic technologies 6 Convex technologies 7 Regular technologies 9 Parametric representations of technology 10 The technical rate of substitution 11 Example: T R S for a Cobb-Douglas technology The elasticity of substitution 13 Example: The elastzczty of substztutzon for the Cobb-Douglas productzon functzon Returns to scale 14 Example: Returns to scale and the Cobb-Douglas technology Homogeneous and homothetic technologies 17 Example: The CES productzon functzon Exercises 21 2 Profit Maximization . Profit maximization 25 Difficulties 28 Example: The profit functzon for Cobb-Douglas technology Properties of demand and supply functions 31 Comparative statics using the first-order conditions 32 Comparative statics using algebra 35 Recoverability 36 Exercises 39 VI CONTENTS 3 Profit Function Properties of the profit function 40 Example: The eflects of price stabilization Supply and demand...
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...Simulation of Intersection Signal Control based on Multi-agent Jian Zhang Ling Yan Yin Han Gao Song Xue-li Fang Traffic Engineering Research Institute Business School, University of Shanghai for Science and Technology Shanghai 200093, China E-mail:08zhangjian@gmail.com Abstract—On the basis of analyzing development actualities and trends of urban traffic control system, this paper applied the modeling idea and method of multi-agent, constructed an intersection agent, a section agent and a phase agent for isolated intersection control system based on multi-agent technology, studied their structure, function and each agent’s mission, and discussed the relationship among the three types of agent. By control simulating of three actual intersections, it is indicated that the control effect based on multi-agent is much better than the effect of fix-time. The results indicate that the multi-agent technology is an effective method to improve the effect of the current traffic control system, has research value and application value. Keywords-adaptive traffic signal control system; multi-agent; intersection agent; section agent; phase agent artificial intelligence technology, traffic signal control system is developing gradually in the direction of intelligent direction and integrated direction, the research on Intelligent Urban Traffic Control System based on the distribution-coordination has become a new trend[1,4]. Luckily, the agent technology[2,5,6,7] provides an ideal method to solute...
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...pages DOI: 10.5171/2011.421059 Analyzing the Effectiveness of Marketing Strategies in the Presence of Word of Mouth: Agent-Based Modeling Approach Çiğdem Karakaya, Bertan Badur and Can Aytekin Boğaziçi University, Management Information Systems Department, Istanbul/Turkey __________________________________________________________________________________________________________________ Abstract Consumer purchasing decision making has been of great interest to researchers and practitioners for improving strategic marketing policies and gaining a competitive advantage in the market. Traditional market models generally concentrate on single individuals rather than taking social interactions into account. However, individuals are tied to one another with invisible bonds and the influence an individual receives from others, affects her purchasing decision which is known as word of mouth (WOM) effect. In this process, some people have greater influence on other consumers’ buying decisions that are known as opinion leaders. A new evolving modeling approach, agent-based modeling enables researchers to build models where individual entities and their interactions are directly represented. In this paper, we aim to build an agent-based simulation model for a technological product in a monopolistic artificial market. In particular, we will try to assess the efficiency and profitability of different marketing strategies consisting of different price, promotion, quality levels and different...
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...5 Four General Strategies for Changing Human Systems ROBERT E. QUINN SCOTT SONENSHEIN I n this chapter we articulate a new general strategy for effecting change in human systems. To do this, we return to the fundamental assumptions of organization development (OD). In examining the early arguments in the field, we identify an essential strategy that has never been made explicit. By developing this strategy, we open avenues for research and provide an action framework that will increase the effectiveness of change agents. FOUNDATIONS OF OD We begin with a review of the seminal paper published in 1969 by Chin and Benne, “General Strategies for Effecting Changes in Human Systems.” In the paper, Chin and Benne outline three general strategies for changing human systems: empirical–rational, power–coercive, and normative–reeducative. The empirical–rational strategy considers people to be rationally self-interested. An organization member adopts a proposed change if the following two conditions are met: The proposed change is rationally justified, and the change agent demonstrates the benefits of the change to the change target. In short, the rational–empirical approach emphasizes that if the target has a justifiable reason to change (i.e., if it is in his or her self-interest), change comes from simply telling the target about the change. Chin and Benne call their second strategy power–coercive. This approach focuses on change efforts in which a more powerful person imposes...
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...10.5171/2011.421059 Analyzing the Effectiveness of Marketing Strategies in the Presence of Word of Mouth: Agent-Based Modeling Approach Çiğdem Karakaya, Bertan Badur and Can Aytekin Boğaziçi University, Management Information Systems Department, Istanbul/Turkey __________________________________________________________________________________________________________________ Abstract Consumer purchasing decision making has been of great interest to researchers and practitioners for improving strategic marketing policies and gaining a competitive advantage in the market. Traditional market models generally concentrate on single individuals rather than taking social interactions into account. However, individuals are tied to one another with invisible bonds and the influence an individual receives from others, affects her purchasing decision which is known as word of mouth (WOM) effect. In this process, some people have greater influence on other consumers’ buying decisions that are known as opinion leaders. A new evolving modeling approach, agent-based modeling enables researchers to build models where individual entities and their interactions are directly represented. In this paper, we aim to build an agent-based simulation model for a technological product in a monopolistic artificial market. In particular, we will try to assess the efficiency and profitability of different marketing strategies consisting of different price, promotion, quality levels and different ...
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...Long Journey of Missteps, Failure, and Change For Better. The self-reflective analysis of BlackBerry Limited’s change management Written by: Josephine Carolina Andjaya (3169628) Tutorial: A2 ; Tutor name: Dr. Huong Ha Executive Summary (Abstract) Nowadays, dynamism and complexity of company’s surrounding environments have pushed the company to change. To survive, companies started to compare, analyze gaps between current company position and desired state, and search for ‘best change practices’ to solve the puzzle. In the name of old glory and freedom from financial crisis, the tangled-clueless BlackBerry Limited has gone through critical situation since 2011 until deciding to kick-out Thorsten Heins and replaced him with John Chen as their new CEO in November 2013 to act as change agent transforming the company. With expertise, suitable leadership style, creative mind and teamwork, in less than a year, John Chen has proven satisfying outcomes and closed to “profitable state” that invite global citizens’ curiosity. This report highlights the 3 changes John Chen has done such as: leadership change, change in business structure, and change in business strategies, compared to ex-CEO Thorsten Heins’ change management; Overcoming the resistance of changes which is the pessimistic organization culture is also one of Chen’s achievement. The Action Research Model becomes platform of change application stages (institutionalization), changes must be preceded by research and planning...
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...LEADING ORGANISATION CHANGE 1.0 Introduction Organisations can consider as dynamic and complex social systems where changes need to be done as whole within the organisation system. Today, OD is counted on to improve organisations that are operating in a quite different environment than that of the 1960s. The nature and forms of organisations are changing dramatically. The field of organization development requires its own evolution to accommodate the evolution of organisations. 2.0 The Philosophy of Change Management In order to understand change management we need to look it as strategy and strategic management. According to Viljoen (1994) defines strategic management as “the process of identifying, choosing and implementing activities that will enhance the long term performance of an organisation by setting direction and by creating ongoing compatibility between the internal skills and resources of the organisation, and the changing external environment within which it operates. Change Management is the process of aligning an organisation‟s people, processes, and culture with changes in business strategy, structure and systems. It can be reactive or proactive and strategic or operational in nature. “Organization Development is the attempt to influence the members of an organisation to expand their candidness with each other about their view of the organisation and their experience in it, and to take greater responsibility for their own actions as organisation members...
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...2008 Volume 4, Number 1 The Impact Of Organizational Change, Structure And Leadership On Employee Turnover: A Case Study Steven H. Appelbaum, Concordia University, Canada André Mitraud, MBA, Canada Jean-François Gailleur, MBA, Canada Marcello Iacovella, MBA, Canada Raffaele Gerbasi, MBA, Canada Victoria Ivanova, MBA, Canada ABSTRACT Purpose - To provide the management team at BTSA Ltd with a practical guideline in managing organizational change through a designated lead change agent. Design/Methodology/approach - This guideline was developed by analyzing various organizational behaviour variables which included organizational structure, leadership and organizational culture. The objective of the case study is to provide a pragmatic approach to dealing with transformational change, particularly the role and responsibility of leadership. Findings – This case identifies a distinct correlation between each above stated variables and productivity/citizenship factors among employees. As a result of the takeover by an international conglomerate, BTSA Ltd was facing major changes and sustained a high level of employee turnover within the company, including the abrupt departure of their lead change agent. This resulted in a sharp decrease in TQM initiatives and major slowdown in R&D projects. The key findings have determined the core elements which explained the turnover issue and the impact of organizational change (for a small Canadian based firm acquired by a US conglomerate)...
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...(RDI) Managing Change in Organisations Assignment [pic] Report on Change at Little Chef, Popham, Hampshire Submitted by: ……………… Report on Organisational Change at Little Chef, Popham, Hampshire Index Page 1 Introduction and Terms of Reference 3 2 Research 3 3 Abbreviations 3 4 Little Chef, the case study 5 4.1 Background 5 4.2 The main objectives of the organisational change 6 5 Forcefield Analysis 7 6 Evaluate of change management effectiveness 16 6.1 Create a sense of urgency 17 6.2 Pull together the guiding team 18 6.3 Develop the change vision and strategy 19 6.4 Communicate for understanding and buy-in 20 6.5 Empower others to act 21 6.6 Produce short term wins 22 6.7 Don’t let up 22 6.8 Create a new Culture 23 7 Assessing change objectives 23 7.1 Balanced Score Card 25 7.1.1 Finance 25 7.1.2 Customers 26 7.1.3. Business 27 7.1.4 Learning and growth 27 7.15 Recommendations 29 Bibliography 30 Annexures 36 Channel 4 Summaries of TV series 41 Managing Change in Organisations Report on the Business Process Transformation Of Little Chef, Popham, UK January 2010 1 Introduction and Terms of Reference The purpose of this report is to elucidate on the organisational change that has taken...
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...Running Header: ORGANIZATIONAL DEVELOPMENT AND CONSULTING Organizational Development and Consulting [Name of Writer] [Name of Organization] [Date] Organizational Development and Consulting Introduction With the rapid development of science and technology and the growth of research and development activities, the external environment of the organization has been remodeling. In order to help the organization to better adapt to this change, organizational development through the organization of the diagnosis, the action and the outcome of such a diagnosis - improved cycle, deep-seated, long-term organizational change. Organizational development is not only caused by the change of knowledge and information, the more important is the psychological change of attitudes, values, skills, interpersonal skills, and culture, it is considered to be an effective tool to improve employee enthusiasm and conscientiousness , is also a way to enhance organizational efficiency. Organizational development is a process of learning and problem-solving ideas and is built on the basis of full diagnosis, focused learning, proven. Companies in the management of psychological aspects of intellectual Ding accumulated a lot of experience, through a combination of diagnosis, development tools, can help employees establish compliance with the organization needs a code of conduct, in order to achieve the strategic goals of the organization. Organizational development delves into...
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...Change Agent Abilities Required to Help Create a Sustainable Future © ACPA – College Student Educators International (http://www.myacpa.org/) in collaboration with the U.S. Partnership for Education for Sustainable Development (www.uspartnership.org ) May be reproduced for educational purposes with credit given In order to be a successful sustainability change agent, an individual must have the following: 1. Knowledge of the environmental, economic, and social issues related to sustainability (understanding); 2. A value system and self-concept to support and under gird the actions of a change agent (motivation); and 3. Change agent abilities (skills). Change Agent Abilities: The following is a listing of change agent abilities compiled from numerous sources. For ease of use, these sources have all been acknowledged at the end of this document. Change agents are: • Resilient • Optimistic • Tenacious • Committed • Passionate • Patient • Emotionally intelligent • Assertive • Persuasive • Empathetic • Authentic • Ethical • Self-Aware • Competent • Curious They can: • Communicate ideas clearly, concisely, and precisely both orally and in writing • Listen to others and incorporate their ideas and perspectives • Accommodate individual differences (cultural, socioeconomic, global, etc.) in your decisions and actions and be able to negotiate across these differences...
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