How to Select Change Agents in Organizations? A Comparison of the Classical and Network Approaches

Zbieg, Anita; Batorski, Dominik; Żak, Błażej

doi:10.7172/1644-9584.64.7

Cited by 5 publications

(13 citation statements)

References 42 publications

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“…Selection Of Change Agent. According to Zbieg, Zak, and Batorski (2016), there are two types of classical change agent selections: i) Top-down management, and ii) random selection. Basically, both approaches to change agent selections were using formal structure.…”

Section: Organization Changementioning

confidence: 99%

“…That gives them the ability to quickly receive and transmit information (Monge and Contractor, 2003). In consequence, their voices tend to be heard by many others, and they tend to know most of the information flowing "through the Disney (2020) and Zbieg, Zak, and Batorski (2016) In short, these centrality measures indicate the different functions of each central person or the change agent. If the organization wanted to connect diverse groups in the organization, they can select a person with high betweenness centrality to execute the task.…”

Section: How To Use Themmentioning

confidence: 99%

“…The process of organizational change, communication, and learning can be steered with the help of change agent. The role of a change agent is important as they help disseminate information, provide support, and collect valuable feedback from employee (Zbieg, Zak, & Batorski, 2016). Therefore, it is crucial to identify the right employees to hold the responsibility as change agent.…”

Section: Introductionmentioning

confidence: 99%

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Determining Change Agent using Social Network Analysis

Taib¹,

Tarmizi²,

Tarmizi³

2022

JMS

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The studies on organizational change had been one of the prominent studies in history. For an organization to stay relevant, they had to "change" to fit with the demands and supply in the market. However, despite knowing that change is compulsory for an organization to evolve, the successful rate of organizational change does not improve significantly. Organizations do not really understand what major factors contribute to their change failure and repetitive mistakes were done continuously. Finding a change agent can be a major help to focus on executing change. However, the classical method of selecting change agent is based on hierarchical level, seniority, and random selection. Therefore, this paper suggests an empirical method to select change agent through the method of Social Network Analysis (SNA). This paper proposes the concept of centrality as an important value to determine the right change agent to drive a successful change.

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Section: Organization Changementioning

confidence: 99%

Section: How To Use Themmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Determining Change Agent using Social Network Analysis

Taib¹,

Tarmizi²,

Tarmizi³

2022

JMS

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“…These rules provide roles for the agents in the self-organization process which hence provide a robust enhancement schemes to the agents' network. In [13], they proposed a theoretical method to optimize the agents network. Their idea is to minimising the number of agents who are chosen to be in charge in organisations and increasing their connections to acquire network coverage.…”

Section: Related Workmentioning

confidence: 99%

Deploying Self-Organisation to Improve Task Execution in a Multi-Agent Systems

Al-Karkhi¹,

Fasli²

2017

2017 3rd IEEE International Conference on Cybernetics (CYBCONF)

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Abstract-This paper discusses how the performance of a network of agents can be improved using a self-organisation technique. The multi-agent network performance can be improved by organizing the agents in clusters. Furthermore, principles of self-organisation can be used to create agent organisations triggered when some of the agents have high load. Hence, busy agents within the network may decide to create an organisation to receive extra support from other less busy agents in order to execute more tasks. The paper presents a simulation based on Repast Simphony that has been used to develop the proposed model and describes a set of experiments showing the performance of the system with and without the self-organisation technique.

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“…Pracownicy znajdujący się na wyższych szczeblach w strukturze formalnej są często uważani za właściwe osoby, aby pełnić rolę liderów [Jacobs, Russ-Eft, 2001]. Podejście to posiada wady, gdyż nie bierze pod uwagę istnienia nieformalnych połączeń pomiędzy pracownikami [Zbieg, Batorski, Żak, 2016]. Badania pokazują, iż ludzie korzystają głównie z doświadczeń zaczerpniętych od innych pracowników, które płyną przeważnie poprzez sieci nieformalne [Cross, Paise, Weiss, 2007].…”

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Wizualizacja Sieci Społecznych W Identyfikacji Liderów Zmian

Andrzejak

2019

AUNC_ZARZ

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How to Select Change Agents in Organizations? A Comparison of the Classical and Network Approaches

Cited by 5 publications

References 42 publications

Determining Change Agent using Social Network Analysis

Determining Change Agent using Social Network Analysis

Deploying Self-Organisation to Improve Task Execution in a Multi-Agent Systems

Wizualizacja Sieci Społecznych W Identyfikacji Liderów Zmian

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