Kategoria BISAC: Business & Economics >> Structural Adjustment

The series launches with three volumes, each of which centers on a timely topic:
- Leading by...

The radical restructuring of organizations can have momentous effects and not all of them are good. In fact, many are actually bad and may cause serious harm. How management can remedy these ill effects systematically and restore stability to their traumatized organizations is the theme of Dr. Geisler's compelling new book. How do we clean up the mess from poorly conceived, badly implemented, and ultimately unsuccessful restructurings? How can managers, who have been caught up in these changes and who are as disrupted by them as anyone, regain their own equilibrium and help the healing and...

The rapidly increasing rate of world change demands not just incremental change that organizations have used in the past, but fast, radical alterations of their strategy, culture, structure, and processes. Nothing less than transformation will do, says Dr. Oden--a complex, continuing effort that may be closer to revolution than evolution. Oden lays it out in his customarily clear, programmatic way. He covers actions that must precede the initiation of a transformation; guidance on how to perform the technical, social, and behavioral tasks, and the actions required to wrap up and integrate...

Organizational restructuring and corporate downsizing can have a significant impact on the perceived social responsibility and responsiveness of any firm. This book analyzes the phenomenon by identifying the nature and types of structural or functional relationships that exist between downsizing and organizational performance variables, on the one hand, and organizational social responsiveness on the other. It looks at changes in the use of various restructuring techniques to improve efficiency and effectiveness and the effects of these changes on the organizational citizenship standing in...

For organizational and personal change to happen and be sustainable, there must first be a system of thought balanced against action. Williams and his concept of congruence provide an alternative to the often chaotic, unbalanced ways in which change is currently understood and its accomplishment attempted. He challenges the organizational model of compartmentalized structures, offers a persuasive refutation of the fashionable paradigm of organizational transformation (one based on dominance and control), and argues a provocative notion that innovation is actually the successful result of...

To cope with the chaotic new business environment, organizations must find ways to manage the problems of change--but also the process of change itself. Yesterday's solutions are obsolete. Innovative solutions are rare, yet even the best require not only the efforts of individuals but other agents as well. Sims sees change agents throughout any organization and at all levels--line and staff people, human resource specialists, and those who have hitherto had little reason to tackle such tasks and have not been accountable for their outcomes. Unique models are presented for change...

As the size and complexity of a company change in the course of its evolution it experiences predictable stages of growth. During these stages, a company discovers that what worked in the past no longer works. At such times, managers have to juggle the three variables of organizational evolution--the firm's purpose, its business and management processes, and its human resource issues--and keep them in balance as they reinvent new ways of structuring the firm. Typically, tension develops as one variable is stressed at the expense of the others. Managers need to know how to delegate decision...

Despite enormous changes in the economy and the labor force since the previous edition of this classic text was published in 1994, one thing has remained constant: change itself. As the pace of change has accelerated in nearly every aspect of business life, due in no small measure to the connectivity revolution, reorganizations, downsizings, and rightsizings have become more and more frequent. And yet neither managers nor employees seem any more prepared to deal with such changes than they did a decade ago. Hence the need for this new edition, which, like the previous one, seeks to help...

With much of the Asian Miracle destroyed and much of the Western world's awe for Asian ways of management dissipated, organizations there are changing with such speed that most of our knowledge about them is quickly outdated. Richter takes stock of East Asian management practices, as they are perceived so far, and he discusses the strategies that others propose to help Asian management redesign itself for the future--including a long-term agenda for change based on the cultural heritage of Confucianism. He analyzes the cultural underpinnings of Asian management practices, evaluates the...

Information technology matters. The formulation of business models and strategies is likely to be seriously flawed if it neglects new technological changes and repercussions. Information technology and organizational learning are both critical to attaining and sustaining competitive advantage. Based on these premises, and on the increasingly evident obsolescence of the traditional, hierarchical business model, the author takes an integrated approach to the discussion of organizational learning, new value propositions, supply-chain optimization, e-commerce, new perspectives on business...