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Organizational change is a widely discussed yet poorly understood concept in corporate America, with nearly two-thirds of change initiatives failing, resulting in significant human and economic costs. Without a clear paradigm for change, executives in underperforming organizations struggle to select effective strategies for sustained success. This work offers a vital starting point for understanding organizational change, stemming from a dynamic debate among leading scholars, consultants, and CEOs who have successfully navigated transformations. It presents a series of articles addressing how to manage change effectively, organized around two opposing theories: Theory E, which focuses on creating economic value, and Theory O, which emphasizes building long-term organizational capabilities. The book's engaging point-counterpoint format invites readers into the debate, providing a thorough overview of the strengths and weaknesses of each theory across various aspects of the change process, including motivation, leadership, and compensation. The editors propose that the solution to the change paradox lies not in choosing one theory over the other, but in integrating both approaches. They outline essential considerations for leaders in selecting strategies that balance shareholder satisfaction with the development of enduring organizational capabilities. This work serves as a unique and authoritative contribution to the understand
Acquisto del libro
Breaking the Code of Change, O of Change <I>By Michael Beer, Nitin Nohria
- Lingua
- Pubblicato
- 2000
- Rilegatura
- (Copertina rigida)
Metodi di pagamento
Ancora nessuna valutazione.
- Titolo
- Breaking the Code of Change
- Lingua
- Inglese
- Pubblicato
- 2000
- Formato
- Copertina rigida
- Pagine
- 512
- ISBN10
- 1578513316
- ISBN13
- 9781578513314
- Serie
- Categoria
- Tag
- Commercio, USA, Leadership
- Descrizione
- Organizational change is a widely discussed yet poorly understood concept in corporate America, with nearly two-thirds of change initiatives failing, resulting in significant human and economic costs. Without a clear paradigm for change, executives in underperforming organizations struggle to select effective strategies for sustained success. This work offers a vital starting point for understanding organizational change, stemming from a dynamic debate among leading scholars, consultants, and CEOs who have successfully navigated transformations. It presents a series of articles addressing how to manage change effectively, organized around two opposing theories: Theory E, which focuses on creating economic value, and Theory O, which emphasizes building long-term organizational capabilities. The book's engaging point-counterpoint format invites readers into the debate, providing a thorough overview of the strengths and weaknesses of each theory across various aspects of the change process, including motivation, leadership, and compensation. The editors propose that the solution to the change paradox lies not in choosing one theory over the other, but in integrating both approaches. They outline essential considerations for leaders in selecting strategies that balance shareholder satisfaction with the development of enduring organizational capabilities. This work serves as a unique and authoritative contribution to the understand