Open Access. Powered by Scholars. Published by Universities.®
- Discipline
-
- Management Sciences and Quantitative Methods (3)
- Nonprofit Administration and Management (2)
- Curriculum and Instruction (1)
- Education (1)
- Electrical and Computer Engineering (1)
-
- Engineering (1)
- Health Services Administration (1)
- Health Services Research (1)
- Health and Medical Administration (1)
- Industrial and Organizational Psychology (1)
- Medical Specialties (1)
- Medicine and Health Sciences (1)
- Nephrology (1)
- Organizational Behavior and Theory (1)
- Psychology (1)
- Public Health (1)
- Social and Behavioral Sciences (1)
- Sociology (1)
- Systems and Communications (1)
- Work, Economy and Organizations (1)
- Institution
- Publication
- Publication Type
Articles 1 - 6 of 6
Full-Text Articles in Business
Competencies For Managing Change, Lynn Crawford, Anat Hassner Nahmias
Competencies For Managing Change, Lynn Crawford, Anat Hassner Nahmias
Lynn Crawford
Organisational changes are recognised as a specific project type that can benefit from the application of project management skills, tools and techniques. Associated with this trend is evidence of rivalry in the marketplace between Project Managers and Change Managers concerning who should be managing business change. And these are not the only contenders. Corporate executives and senior managers, although they may engage the assistance of both Project Managers and Change Managers, generally see themselves as taking the leading roles in managing major organisational changes and transformations. As such endeavours are most likely to take the form of programs, comprising multiple …
People Skills: Optimizing Team Development And Performance, Robert Levasseur Phd
People Skills: Optimizing Team Development And Performance, Robert Levasseur Phd
School of Management Publications
This is another in a series of articles about some of the most effective models, methods, and processes of organization development (OD), also known as change management, a discipline that offers much to professionals intent on solving real-world problems. Because it is based on a systemic view of organizations, OD includes the whole universe of fuzzy people issues that increasingly determine the success or failure of efforts to implement otherwise flawless technical solutions. This article examines the stages of group development, the role that conflict plays in the process, and the importance of conflict management in group development and team …
People Skills: Optimizing Team Development And Performance, Robert Levasseur Phd
People Skills: Optimizing Team Development And Performance, Robert Levasseur Phd
Walden Faculty and Staff Publications
This is another in a series of articles about some of the most effective models, methods, and processes of organization development (OD), also known as change management, a discipline that offers much to professionals intent on solving real-world problems. Because it is based on a systemic view of organizations, OD includes the whole universe of fuzzy people issues that increasingly determine the success or failure of efforts to implement otherwise flawless technical solutions. This article examines the stages of group development, the role that conflict plays in the process, and the importance of conflict management in group development and team …
Management Of Change To Ensure Is Success: A Longitudinal Study, Pauline Ash Ray, Wenli Wang, Jerry Cha-Jan Chang, Geoffrey Hubona
Management Of Change To Ensure Is Success: A Longitudinal Study, Pauline Ash Ray, Wenli Wang, Jerry Cha-Jan Chang, Geoffrey Hubona
Management, Entrepreneurship and Technology Faculty Publications
This paper aims to understand the effect of management of change on the success of information system (IS) implementation. Drawing on change management research and self-determination theory, a research model is developed. Data collected from a longitudinal field survey before, during, and after an enterprise-wide IS implementation are analyzed to test the proposed hypotheses. The results indicate that management of change can be used to increase readiness for change and end-user computing satisfaction during and after the implementation. Readiness for change positively impacts satisfaction during an implementation but not after. Contrary to the literature, No significant relationship exists between resistance …
Eliciting Data From Participants Using Visual Mapping As A Collection Technique, Susanne T. Bahn, Pamela J. Weatherill
Eliciting Data From Participants Using Visual Mapping As A Collection Technique, Susanne T. Bahn, Pamela J. Weatherill
Research outputs 2011
This article uses the project evaluation of the School-Aged Therapy Service for children with disabilities in Western Australia as an example of alternative ways to gather qualitative data from participants. The purpose of the evaluation was to pave the way for considerable and quick developmental operational change in order to stem the complaints from users of the service and to provide more effective service delivery. With this in mind the research team determined it was necessary to ‘map’ the current model of operation as there was inconsistency from the staff as to their understanding, and their ideal model of operation …
Technological Iatrogenesis: The Manifestation Of Inadequate Organizational Planning And The Integration Of Health Information Technology., Patrick Albert Palmieri
Technological Iatrogenesis: The Manifestation Of Inadequate Organizational Planning And The Integration Of Health Information Technology., Patrick Albert Palmieri
Patrick Albert Palmieri
The Institute of Medicine (IOM) views Health Information Technology (HIT) as an essential organizational prerequisite for the delivery of safe, reliable, and cost effective health services. However, HIT presents the proverbial double-edged sword in generating solutions to improve system performance while facilitating the genesis of novel iatrogenic problems. Incongruent organizational processes give rise to technological iatrogenesis or the unintended consequences to system integrity and the resulting organizational outcomes potentiated by incongruent organizational–technological interfaces. HIT is a disruptive innovation for health services organizations but remains an overlooked organizational development (OD) concern. Recognizing the technology–organizational misalignments that result from HIT adoption is …