Research in organizational change and development, Vol. 16:
Gespeichert in:
| Format: | Elektronisch E-Book |
|---|---|
| Sprache: | English |
| Veröffentlicht: |
Amsterdam
Elsevier JAI
2007
|
| Schlagworte: | |
| Online-Zugang: | FAW01 FAW02 Volltext |
| Beschreibung: | Includes bibliographical references The Research in Organizational Change and Development series is an outlet for cutting edge conceptual and empirical scholarly contributions that have the capacity to shape research and practice. The field of organizational change and development continues to evolve rapidly, as the demand for rapid and effective organizational transformation has increased. It is more important that ever that scholars address topics such as increasing intervention effectiveness, managing emotional issues raised during change, measuring the impact of change, and improving the methods we use to conduct research on Cover -- Research in Organizational Change and Development -- Copyright Page -- Contents -- Preface -- List of Contributors -- Chapter 1. The Role of Energy-in-Conversation in Leading Organizational Change -- Introduction -- The Organizing Property of Conversations -- The ITAM Case Study -- Discussion -- Future Research -- References -- Chapter 2. A Hybrid Theory of Organizational Transformation -- Organizational Transformation Defined and two Approaches Introduced -- A Case of the Grow Approach to OT: Launching the ''Epsilon'' Automobile -- A Second Grow Case: The Fermi Nuclear Power Plant -- Tensions between Grow and Drive Approaches: Introducing Executive (Positional) Authority -- Case: A Grow Initiative Killed by the New Boss -- Tensions Between OT Front-Line Leaders and Executives: Opportunities for Integration -- Case: When Radical Structural Reform Really is the Top Priority -- Organizational Alignment and Integration -- - Case with Alignment Issues: US Environmental Protection Agency -- One Regional Office -- Organizational Integration: Managing in Paradox -- Collaborating on the Contract; Partnering on the Project -- Conclusion -- Notes -- Acknowledgments -- References -- Chapter 3. Formation of Expectations Regarding Change Outcomes: Integrating Information and Social Effects -- Two Existing Approaches to Expectation Formation -- Expectation Formation: An Integrated Model -- Implications and Conclusions -- Acknowledgments -- References -- Chapter 4. CEO Discourse in Mergers and Acquisitions: Toward a Theory of the Promise-Realities Gap -- M & A and Discourse -- Methodology and Empirical Foundations -- Findings -- Further Explanations and Limitations -- Toward a Theory of the Promise-Realities Gap -- Conclusion and Suggestions for Further Research -- References -- Chapter 5. Taking Yourself With You: Transfer of Achieved Identity as a Predictor of Employee Adjustment to Change -- - Social Identity and Organizational Change -- A Specific Type of Social Identity: Achieved Identity -- Transferring Achieved Identity -- Methods -- Results -- Discussion and Implications -- A Revised Model and Future Research -- Implications for Change Management -- Limitations -- Conclusion -- References -- Appendix -- Chapter 6. Witkin's Cognitive Styles and Field Theory Applied to the Study of Global Managers and OD Practitioners -- 1. Scope of this Paper -- 2. Cultural Influences and Differences -- 3. Witkin's Field and Cognitive Style Theory -- 4. Cultural Adaptation of Global Managers and Role Requisites -- 5. Culture Gap between Traditional OD Values, the Organizational Culture of the Client System, and the Client System's National Culture -- 6. Integrative Cognitive Functioning (Integrated Perceptual-Cognitive Ability) -- 7. Future Research Agenda -- 8. Concluding Remarks -- Notes -- References -- Chapter 7. Archetypal Change and the Professional Service Firm -- - The Professional Service Context -- Archetypes and Change -- Toward a Theory of Archetypal Change -- Multiple Archetypes -- Implications and Future Research Directions -- Notes -- Acknowledgments -- References -- Chapter 8. Strategically Repositioning and Transforming |
| Beschreibung: | 1 Online-Ressource (1 v.) |
| ISBN: | 0080471536 9780080471532 |
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| 500 | |a The Research in Organizational Change and Development series is an outlet for cutting edge conceptual and empirical scholarly contributions that have the capacity to shape research and practice. The field of organizational change and development continues to evolve rapidly, as the demand for rapid and effective organizational transformation has increased. It is more important that ever that scholars address topics such as increasing intervention effectiveness, managing emotional issues raised during change, measuring the impact of change, and improving the methods we use to conduct research on | ||
| 500 | |a Cover -- Research in Organizational Change and Development -- Copyright Page -- Contents -- Preface -- List of Contributors -- Chapter 1. The Role of Energy-in-Conversation in Leading Organizational Change -- Introduction -- The Organizing Property of Conversations -- The ITAM Case Study -- Discussion -- Future Research -- References -- Chapter 2. A Hybrid Theory of Organizational Transformation -- Organizational Transformation Defined and two Approaches Introduced -- A Case of the Grow Approach to OT: Launching the ''Epsilon'' Automobile -- A Second Grow Case: The Fermi Nuclear Power Plant -- Tensions between Grow and Drive Approaches: Introducing Executive (Positional) Authority -- Case: A Grow Initiative Killed by the New Boss -- Tensions Between OT Front-Line Leaders and Executives: Opportunities for Integration -- Case: When Radical Structural Reform Really is the Top Priority -- Organizational Alignment and Integration -- | ||
| 500 | |a - Case with Alignment Issues: US Environmental Protection Agency -- One Regional Office -- Organizational Integration: Managing in Paradox -- Collaborating on the Contract; Partnering on the Project -- Conclusion -- Notes -- Acknowledgments -- References -- Chapter 3. Formation of Expectations Regarding Change Outcomes: Integrating Information and Social Effects -- Two Existing Approaches to Expectation Formation -- Expectation Formation: An Integrated Model -- Implications and Conclusions -- Acknowledgments -- References -- Chapter 4. CEO Discourse in Mergers and Acquisitions: Toward a Theory of the Promise-Realities Gap -- M & A and Discourse -- Methodology and Empirical Foundations -- Findings -- Further Explanations and Limitations -- Toward a Theory of the Promise-Realities Gap -- Conclusion and Suggestions for Further Research -- References -- Chapter 5. Taking Yourself With You: Transfer of Achieved Identity as a Predictor of Employee Adjustment to Change -- | ||
| 500 | |a - Social Identity and Organizational Change -- A Specific Type of Social Identity: Achieved Identity -- Transferring Achieved Identity -- Methods -- Results -- Discussion and Implications -- A Revised Model and Future Research -- Implications for Change Management -- Limitations -- Conclusion -- References -- Appendix -- Chapter 6. Witkin's Cognitive Styles and Field Theory Applied to the Study of Global Managers and OD Practitioners -- 1. Scope of this Paper -- 2. Cultural Influences and Differences -- 3. Witkin's Field and Cognitive Style Theory -- 4. Cultural Adaptation of Global Managers and Role Requisites -- 5. Culture Gap between Traditional OD Values, the Organizational Culture of the Client System, and the Client System's National Culture -- 6. Integrative Cognitive Functioning (Integrated Perceptual-Cognitive Ability) -- 7. Future Research Agenda -- 8. Concluding Remarks -- Notes -- References -- Chapter 7. Archetypal Change and the Professional Service Firm -- | ||
| 500 | |a - The Professional Service Context -- Archetypes and Change -- Toward a Theory of Archetypal Change -- Multiple Archetypes -- Implications and Future Research Directions -- Notes -- Acknowledgments -- References -- Chapter 8. Strategically Repositioning and Transforming | ||
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| id | DE-604.BV043100694 |
| illustrated | Not Illustrated |
| indexdate | 2024-07-10T07:17:26Z |
| institution | BVB |
| isbn | 0080471536 9780080471532 |
| language | English |
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| spelling | Research in organizational change and development, Vol. 16 edited by William A. Pasmore, Richard W. Woodman Amsterdam Elsevier JAI 2007 1 Online-Ressource (1 v.) txt rdacontent c rdamedia cr rdacarrier Includes bibliographical references The Research in Organizational Change and Development series is an outlet for cutting edge conceptual and empirical scholarly contributions that have the capacity to shape research and practice. The field of organizational change and development continues to evolve rapidly, as the demand for rapid and effective organizational transformation has increased. It is more important that ever that scholars address topics such as increasing intervention effectiveness, managing emotional issues raised during change, measuring the impact of change, and improving the methods we use to conduct research on Cover -- Research in Organizational Change and Development -- Copyright Page -- Contents -- Preface -- List of Contributors -- Chapter 1. The Role of Energy-in-Conversation in Leading Organizational Change -- Introduction -- The Organizing Property of Conversations -- The ITAM Case Study -- Discussion -- Future Research -- References -- Chapter 2. A Hybrid Theory of Organizational Transformation -- Organizational Transformation Defined and two Approaches Introduced -- A Case of the Grow Approach to OT: Launching the ''Epsilon'' Automobile -- A Second Grow Case: The Fermi Nuclear Power Plant -- Tensions between Grow and Drive Approaches: Introducing Executive (Positional) Authority -- Case: A Grow Initiative Killed by the New Boss -- Tensions Between OT Front-Line Leaders and Executives: Opportunities for Integration -- Case: When Radical Structural Reform Really is the Top Priority -- Organizational Alignment and Integration -- - Case with Alignment Issues: US Environmental Protection Agency -- One Regional Office -- Organizational Integration: Managing in Paradox -- Collaborating on the Contract; Partnering on the Project -- Conclusion -- Notes -- Acknowledgments -- References -- Chapter 3. Formation of Expectations Regarding Change Outcomes: Integrating Information and Social Effects -- Two Existing Approaches to Expectation Formation -- Expectation Formation: An Integrated Model -- Implications and Conclusions -- Acknowledgments -- References -- Chapter 4. CEO Discourse in Mergers and Acquisitions: Toward a Theory of the Promise-Realities Gap -- M & A and Discourse -- Methodology and Empirical Foundations -- Findings -- Further Explanations and Limitations -- Toward a Theory of the Promise-Realities Gap -- Conclusion and Suggestions for Further Research -- References -- Chapter 5. Taking Yourself With You: Transfer of Achieved Identity as a Predictor of Employee Adjustment to Change -- - Social Identity and Organizational Change -- A Specific Type of Social Identity: Achieved Identity -- Transferring Achieved Identity -- Methods -- Results -- Discussion and Implications -- A Revised Model and Future Research -- Implications for Change Management -- Limitations -- Conclusion -- References -- Appendix -- Chapter 6. Witkin's Cognitive Styles and Field Theory Applied to the Study of Global Managers and OD Practitioners -- 1. Scope of this Paper -- 2. Cultural Influences and Differences -- 3. Witkin's Field and Cognitive Style Theory -- 4. Cultural Adaptation of Global Managers and Role Requisites -- 5. Culture Gap between Traditional OD Values, the Organizational Culture of the Client System, and the Client System's National Culture -- 6. Integrative Cognitive Functioning (Integrated Perceptual-Cognitive Ability) -- 7. Future Research Agenda -- 8. Concluding Remarks -- Notes -- References -- Chapter 7. Archetypal Change and the Professional Service Firm -- - The Professional Service Context -- Archetypes and Change -- Toward a Theory of Archetypal Change -- Multiple Archetypes -- Implications and Future Research Directions -- Notes -- Acknowledgments -- References -- Chapter 8. Strategically Repositioning and Transforming Business BUSINESS & ECONOMICS / Negotiating bisacsh Organizational change fast Wirtschaft Organizational change Pasmore, William A. Sonstige oth Woodman, Richard W. Sonstige oth Erscheint auch als Druck-Ausgabe, Hardcover 0-7623-1326-9 http://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&AN=187434 Aggregator Volltext |
| spellingShingle | Research in organizational change and development, Vol. 16 Business BUSINESS & ECONOMICS / Negotiating bisacsh Organizational change fast Wirtschaft Organizational change |
| title | Research in organizational change and development, Vol. 16 |
| title_auth | Research in organizational change and development, Vol. 16 |
| title_exact_search | Research in organizational change and development, Vol. 16 |
| title_full | Research in organizational change and development, Vol. 16 edited by William A. Pasmore, Richard W. Woodman |
| title_fullStr | Research in organizational change and development, Vol. 16 edited by William A. Pasmore, Richard W. Woodman |
| title_full_unstemmed | Research in organizational change and development, Vol. 16 edited by William A. Pasmore, Richard W. Woodman |
| title_short | Research in organizational change and development, Vol. 16 |
| title_sort | research in organizational change and development vol 16 |
| topic | Business BUSINESS & ECONOMICS / Negotiating bisacsh Organizational change fast Wirtschaft Organizational change |
| topic_facet | Business BUSINESS & ECONOMICS / Negotiating Organizational change Wirtschaft |
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