Read e-book online Research in Organizational Change and Development: Vol. 18 PDF

Read e-book online Research in Organizational Change and Development: Vol. 18 PDF

By William A. Pasmore

This quantity includes 9 papers that handle leading edge demanding situations in organizational swap, document the result of change-related study, and suggest methodological advances within the box. Papers by way of famous foreign authors akin to Ed Lawler & Chris Worley, Hillary Bradbury, Benyamin Lichtenstein, John Carrol & Peter Senge, Rob Sloyan & Jim Ludema, and David Coghlan make for attention-grabbing analyzing and set an bold time table for destiny scholarship. those and different authors within the quantity contact on enduring matters comparable to belief, sustainability, collaboration, but in addition completely new options akin to breaking out of strategic lock-in and developing paintings that's significant for more youthful generations of staff in a 'web 2.0 world'. studies of analysis during this quantity are accrued from finance organizations and hospitals, sustainability consortiums and spiritual associations. The findings of those reviews record on components severe to the luck of mergers, evaluate the comparative effectiveness of other varieties of huge staff interventions, and discover keys to maintaining the results of interventions meant to create excessive functionality platforms.

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Sample text

Our guess is that this is already happening in both ways – large and small, formal and informal. It is hard to get away from it even in today’s environment of anxiety and concern over the economic crisis. So there is already a good start and the next step is one of raising the bar by formally introducing the issues and implications of responsible progress in decision-making meetings. In the past, social diversity and ecological health issues may have taken a back seat in decisions about technological or market development, growth, and ways of working.

These are good and positive approaches, but they are shortsighted from a responsible progress perspective. Cultural diversity cannot be an end – a program to be implemented, a quota to be met, or a personal approach to life – it must be seen as a strategy or means to achieve a much broader and more relevant purpose. In particular, cultural diversity should be leveraged to drive technical and managerial innovation. For example, Prahalad’s (2006) bottom of the pyramid approach is an important business model innovation driven by an appreciation of different economic and cultural contexts.

In contrast, the responsible progress criteria encourage organizations to adopt a more specific set of guidelines when choosing technologies, products, and services to support, pursue, develop, and deploy. Organizations should recognize and reward managers and employees who identify Built to Change Organizations and Responsible Progress 23 and develop clean technologies, substitute clean technology for fossil fuel-based business models, and leverage technology to preserve cultural diversity. The NGO community has led the way in creating a civil society, developing a cadre of social entrepreneurs, and promoting technologies of empowerment (Cooperrider & Dutton, 1999; Bornstein, 2004).

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