دانلود رایگان مقاله انگلیسی تاکتیک ها برای تغییر سازمانی موفق در یک آژانس خدمات جوانان و خانواده - الزویر 2017

Abstract

There is a vast body of literature on organizational change, but much of it includes only case studies or surveys with a limited number of variables. Organizational change tactics, key aspects of planned change, are not often studied. One purpose of this study was to add to this literature by assessing the use of a questionnaire regarding the use of organizational change tactics as seen by staff who had experienced an organizational change initiative. This study is particularly notable in that it uses perceptions of staff in assessing the success of the change intervention. A second purpose was to learn about specific tactics which were associated with the success of change processes in a youth and family service agency. Findings showed that eighteen of the tactics were observed and seen as helpful in goal accomplishment. These findings can help change leaders choose appropriate change tactics. This method, including a survey of all levels of staff regarding generic change tactics, an interview with an executive, and a focus group, shows promise for further study.

6. Conclusions

Overall, these results are encouraging, and show promise for use of the OCTQ in other settings and with larger samples. Larger scale survey research should provide even stronger evidence than the more common approach of gathering data from only a few managers. Other variables such as readiness or capacity for change, leadership style, and organizational culture could be measured as well, to see the extent to which these variables affect the use of change tactics and the success of the change process. Thoughtful and learning-oriented practitioners, typically agency administrators needing to change or improve some aspect of their organizations, want to know what “works” in organizational change, and researchers can help by providing valid, relevant, evidence-based knowledge for such practitioners. Unless a manager has read books or articles on organizational change or completed training or classes on this subject, she or he is likely relying only upon prior experiences with change, adaptation of experiences with related activities such as strategic planning or project management, and/or instinct. The findings here offer agency managers as change leaders a set of specific tactics which they can consciously adapt and apply when they initiate organizational change. If further research supports these findings, organizational change leaders could be even more confident about their prospects for successful organizational change. To the extent that managers as change leaders can use research to guide their use of change tactics, outcomes of organizational change may be more positive. As new knowledge continues to accumulate, and as practitioners are made aware of relevant findings, greater improvements in organizational functioning should be expected.