The Theory and Practice of Change Management

Hayes, John C.

doi:10.1057/978-1-352-00132-7

Cited by 203 publications

(134 citation statements)

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“…It was informed by the literature using the main theories in group dynamics [22], group cohesion and development [23], social identity theory [24], group conflict theory [25], change management [26], occupational psychology [27] and prosocial behaviour [28]. Various situations were also investigated where ad-hoc implementations of DM could create negative effect amongst the social actors within the workplace which resulted in six scenarios according to the main theories in conflict resolution.…”

Section: Methods and Research Settingsmentioning

confidence: 99%

Strategies and Design Principles to Minimize Negative Side-Effects of Digital Motivation on Teamwork

Algashami

Shahri

McAlaney

et al. 2017

Persuasive Technology: Development and Implementation of Personalized Technologies to Change Attitudes and Behaviors

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Abstract. Digital Motivation in business refers to the use of technology in order to facilitate a change of attitude, perception and behaviour with regards to adopting policies, achieving goals and executing tasks. It is a broad term to indicate existing and emerging paradigms such as Gamification, Persuasive Technology, Serious Games and Entertainment Computing. Our previous research indicated risks when applying Digital Motivation. One of these main risks is the impact it can have on the interpersonal relationships between colleagues and their individual and collective performance. It may lead to a feeling of unfairness and trigger negative group processes (such as social loafing and unofficial clustering) and adverse work ethics. In this paper, we propose a set of strategies to minimize such risks and then consolidate these strategies through an empirical study involving managers, practitioners and users. The strategies are then analysed for their goal, stage and purpose of use to add further guidance. The strategies and their classification are meant to inform developers and management on how to design, set-up and introduce Digital Motivation to a business environment, maximize its efficiency and minimize its side-effects on teamwork.

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Section: Methods and Research Settingsmentioning

confidence: 99%

Strategies and Design Principles to Minimize Negative Side-Effects of Digital Motivation on Teamwork

Algashami

Shahri

McAlaney

et al. 2017

Persuasive Technology: Development and Implementation of Personalized Technologies to Change Attitudes and Behaviors

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“…Also, it should be noted that the implementation of a new organisational development methodology will certainly go in close contact with certain transformation processes and deal with resistance to change. Taking this into consideration, it is necessary to consider the achievements of change management (J. Hayes, 2014) [16]. However, it is impossible to transmit them directly to LSEIS activities.…”

Section: Brief Literature Reviewmentioning

confidence: 99%

Institutional and architectural design of organisational development of large-scale economic and industrial systems

Pylypenko¹,

Lytvynenko²

2017

EA-XXI

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Introduction. There exist a great number of researches devoted to integration interaction of enterprises in this scientific field. Typically, they focus only on studying corporate relations and require expansion in the area of all possible organizational forms of enterprises interaction within the formation of large-scale economic and industrial systems (LSEIS). The purpose of this article is to prove the hypothesis about the appropriateness of proceeding organisational transformation of business entities through involving enterprises in integration interaction. Accordingly, the purpose can be achieved by applying methodologies of institutional and architectural design of LSEIS organizational development. Methods. To achieve the purpose, the authors have used the technology of conceptual design. By its means, a model of substantive research and the system of hypothesis is formed to implement organizational development. The adjustment of interaction between LSEIS participants has been carried out according to the multi-agent approach and standards of architectural description of the systems. Results. The application of these methods allows developing spiral submission of the process of organisational development, as well as presenting the developed conceptual model to form institutional and architectural description of LSEIS. The model designed to operate the mechanism of organisational development of integrated association of enterprises is based on the principles of reflexive management and recursive coordination of the concerns of the target system with the interests of all its stakeholders. Conclusion. The proposed concept allows coordinating the guiding influences of the mechanism of LSEIS development management at micro-and mesolevels (at the level of LSEIS participants and LSEIS interaction with other integrated associations).

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“…To generate value and effectiveness and improvement of the organization such changes are targeted and taken into consideration [32,33], the challenging environment can be handled by enabling a basic goal of an organization [16]. The organization change process is considered to be a continuous process rather than one state to another state movement, yet the rate of change initiatives is 70% of the failure and unsuccessfulness despite of change prevalence in the organization is widely accepted [9][10][11][12][13][14].…”

Section: Organizational Readinessmentioning

confidence: 99%

Organizational Transformation Solution through the Adoption and Implementation of Conceptual Model Designed to Achieve New Value Addition to Address Performance Shortfalls: A Survey from Green Valley Hyper Market Pakistan

Mustafa¹

2017

J Bus Fin Aff

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The Theory and Practice of Change Management

Cited by 203 publications

References 0 publications

Strategies and Design Principles to Minimize Negative Side-Effects of Digital Motivation on Teamwork

Strategies and Design Principles to Minimize Negative Side-Effects of Digital Motivation on Teamwork

Institutional and architectural design of organisational development of large-scale economic and industrial systems

Organizational Transformation Solution through the Adoption and Implementation of Conceptual Model Designed to Achieve New Value Addition to Address Performance Shortfalls: A Survey from Green Valley Hyper Market Pakistan

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