That companies are able to manage a lasting change, they have to bring their employees in change projects. This book focuses on the most important aspects of the change management: What are critical success factors in the implementation of change processes? And how can employees be inspired for change with the help of change marketing? About the book: How to simplify the change process for your staff. Why change needs conflicts. Change marketing and innovation management. Change project management, organizational and process design. LIFO ®-charts and change-lexicon.
This book provides a compact overview of the topic of change management. It contains a comprehensible introduction to the basics and techniques of organizational change and provides practical information on the most important success factors. The reading is suitable for practitioners as well as for courses at colleges and universities. Topics such as stakeholder analysis, the use of the Social Intranet for communication and idea generation or intrapreneurship programs and a whole range of new case studies complete this comprehensive work. This book is a translation of the original German 3rd edition Change Management by Thomas Lauer, published by Springer-Verlag GmbH Germany, part of Springer Nature in 2019. The translation was done with the help of artificial intelligence (machine translation by the service DeepL.com). A subsequent human revision was done primarily in terms of content, so that the book will read stylistically differently from a conventional translation. Springer Nature works continuously to further the development of tools for the production of books and on the related technologies to support the authors.
Change management is omnipresent in organisations as companies have to transform constantly. This applies not only to large corporations operating in an international context, but also to small and medium-sized enterprises (SMEs). Yet executing a change project is accompanied by great challenges and most change initiatives are not entirely successful. Despite the fact that SMEs are the backbone of the German economy little empirical work has been done concerning change management in these companies. Tim Fritzenschaft explores the issue how SMEs can deal with resistance to change and which critical success factors of change management are most important in a transformation project.
Change management and organizational development is unthinkable without people. Human beings form its core as both subjects and objects of change. This volume attempts to cut through to the core of change management, to the people that stand at its heart and focuses on their intrinsic role in change management and organizational development. Topics covered in this volume encompass the human element within organizational change, how this impacts roles, dynamics of team interaction and affects the workplace in teaching and learning settings. It also addresses resistance to institutional and organizational change and the central role that agile management plays in this process.
From the ill-fated dot-com bubble to unprecedented merger and acquisition activity to scandal, greed, and, ultimately, recession -- we've learned that widespread and difficult change is no longer the exception. By outlining the process organizations have used to achieve transformational goals and by identifying where and how even top performers derail during the change process, Kotter provides a practical resource for leaders and managers charged with making change initiatives work.
Companies across different industries are launching technology-enabled (digital) business transformation programs to improve their strategic, tactical, and operational supply chain processes. The greatest challenges that they are facing include the lack of preparation and knowledge of the digital transformation life cycle and poorly addressing or neglecting the “people-related” aspects of them. Therefore, improvement initiatives have been short-lived or incomplete, and expected business benefits have not been achieved or materialized. Technology Optimization and Change Management for Successful Digital Supply Chains is a pivotal reference source that provides vital research on the application of digital business transformation programs to improve strategic, tactical, and operational supply chain processes. While highlighting topics such as maturity models, predictive analysis, and communication planning, this publication explores the limited literature in the field of digital supply chain optimization and business transformation, and complements it with practical and proven tactics from the industry. This book is ideally designed for program managers, engineers, students, and practitioners seeking current research on the field’s latest best practices on digital supply chain enablement.
This text begins with an intense study of how changes are viewed within a business from three points of view. This study involved surveys and interviews involving employees, managers, and leaders (or upper management). The information that resulted from these sources were compiled and analyzed. Then the various forms of change management and change leadership theories were explored to produce a new model to provide a successful means to achieve successful changes within the workplace. This new model combines effective forms of both change management and change leadership into a single comprehensive, adaptive, and simple pathway which can be used to eliminate employee resistance before it even begins – giving your change efforts a greater chance to succeed with its implementation. This method also improves the ability to sustain the change. This process also makes it possible to make adjustments to the original plan so that the best solution possible can be applied within the workforce, thus improving the competitive advantage you would gain from the change even further.
In his first complete text on the ADKAR model, Jeff Hiatt explains the origin of the model and explores what drives each building block of ADKAR. Learn how to build awareness, create desire, develop knowledge, foster ability and reinforce changes in your organization. The ADKAR Model is changing how we think about managing the people side of change, and provides a powerful foundation to help you succeed at change.
This Quick Guide to Change Management for all cases serves as a short guide. It offers those responsible and those affected a quick overview of how corporate change can succeed. To ensure practical transfer, it provides valuable tips based on real-life experiences and illustrated by a series of case studies drawn from the author's own research and consulting experience. In addition, there is an in-depth look at typical occasions of corporate change, such as business succession, acquisitions and mergers, digitalization and corporate growth or professionalization.
Master's Thesis from the year 2017 in the subject Business economics - Business Management, Corporate Governance, grade: 1,3, The FOM University of Applied Sciences, Hamburg, language: English, abstract: With the purpose of gaining a unified understanding of the intention of this master thesis, the following sections provide not merely the background of the research topic, but also postulates the objective of the paper including the working hypothesis and an overview of the used methodology. “Speed of change is the driving force. Leading change competently is the only answer” In recent years, dealing with change and transformations has become a crucial task for managers and their organizations as companies executed comprehensive and deep reaching change projects. It is out of the question that companies simply have to change in order to be successful in the long term. As a result, working routines in today ́s organizations are subject to constant change and transformation arises in ever industry and branch, regardless of the size of the business and the number of employees. Today, change management can be stated as an essential task for managers and leaders as organizations have to adapt to change constantly in order to keep operating profitably. Reasons why companies undertake such complex transformations are manifold and comprise different aspects like the reorganization of business divisions, mergers & acquisitions, cost reduction and the overall rehabilitation of companies. The specific competence and knowledge to manage and supervise change projects in an adequate and fruitful manner is a crucial factor of an organization to compete in an ever increasing competitive environment. Companies have to adapt to fast changing markets and customer requirements in a short period of time in order to secure their success in the long run. Therefore, change management is a fundamental aspect for every organization, as implementing and successfully managing change is strictly a matter of survival. Paradoxically, although the successful implementation and managing of change and transformation has become such an essential subject for organizations, it is often executed without the necessary diligence respectively carefulness and therefore, without success. Most of the researches investigating the topic of the success of change projects such as KOTTER, MCKINSEY and KPMG state that approximately only thirty percent of all transformation projects are carried out successfully. However, the researches do not attest a total failure for most of the change initiatives, but transformation projects often do not fulfill the set targets regarding scope, budget and timeframe.
