Human Resources Change Management Term Paper

SAMPLE EXCERPT . . .

The third discipline is shared vision. This collective discipline establishes a focus on mutual purpose, by developing shared images of the outlook they seek to create, and the principles and guiding practise by which they hope to get there. The fourth discipline is team learning. Through methods like dialogue and skilful discussion, teams alter their collective thinking, learning to mobilize their energies and ability beyond the sum of individual members' talents. The fifth discipline is systems thinking. In this discipline, people learn to better understand interdependency and change, and thus to deal more effectively with the forces that shape the consequences of actions (Green, 2007). This means that change must be driven by developing competence within the organization, by managers and workers in each unit creating and taking ownership of their change programs because they are motivated by pride in improving their professionalism and achieving better results (Ahlberg & Naucler, 2007).

References

Ahlberg, J. & Naucler, T. (2007). Leading change: An interview with Sandvik's Peter Gossas.

Retrieved from http://www.mckinseyquarterly.com/Leading_change_An_interview_with_Sandviks_P

eter_Gossas_1894

Green, M. (2007). Part II - Chapter 03: Organizational case studies. Change management masterclass; a step-by-step guide to successful Change management. London.

Download full
paper NOW! Green, M. (2007). Part III- Chapter 09: Integration. Change management masterclass; a step-by-step guide to successful change management. London.

Jones, J., Aguirre, D. & Calderone, M. (2004). 10 Principles of Change Management.

TOPIC: Term Paper on Human Resources Change Management a Assignment

Retrieved from…

[END OF PREVIEW] . . . READ MORE