Difference between revisions of "Dynamics of organizational change and learning"

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[[category:literature]]
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{{Literature
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|Authors=J. Boonstra,
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|PublicationYear=2003
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|Source=http://eu.wiley.com/WileyCDA/WileyTitle/productCd-0471877379.html
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|Type=Book
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|BookTitle=Dynamics of Organization Change and Learning
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|BookISBN=978-0-471-87737-0
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|Categories=Organizational Change
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}}
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{{Abstract
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|Abstract=This handbook focuses on the complex processes and problems of organizational change and relates current knowledge of individual and group psychology to the understanding of the dynamics of change.
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Complementary and competing insights are presented as overviews of theory and research
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Offers helpful insights about choosing models and methods in specific situations
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Chapters by international authors of the highest quality
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}}
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{{Critical Reflection
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|CriticalReflection=A very interesting and well-written article by professor Jaap Boonstra who is working at the University of Amsterdam and at Esade Business School in Barcelona, which is among the top business schools in the world. The article is divided into three different sections. The first one, has to do with reflections in general, on the dynamics of organizational change and learning. In this section, there is a comparison on multiple perspectives on change and learning and the author explores the tensions that are created between the perspectives. The second section of the article focuses on the following issues that are related to organizational change and learning:
  
= Author(s) - Fill in = Jaap Boonstra
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-Failures and success
=== Title - Fill in === Dynamics of Organization Change and Learning
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=== Source - Fill in === http://www.solonline.nl/documenten/boonstra,%2520dynamics%2520of%2520organizational%2520change%2520and%2520learning.pdf
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-Power and empowerment
=== Year of Publication - Fill in === 2003
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=== Abstract ===
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-Resistance and commitment
This article starts with reflections on the dynamics of organizational change and
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learning. It compares multiple perspectives on change and learning, and explores tensions between
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-Persuasion and Communication
the perspectives. The second section focuses on specific issues in organizational change and
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learning, such as failures and success, power and empowerment, resistance and commitment,
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-Role of change managers and consultants
persuasion and communication, and different roles of change managers and consultants. The third
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section summarizes change methods presented in this handbook, and links them to assumptions
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The third and final section of the article gives the summary of the change methods that were presented and shows the linking between them and the assumptions and values in the organizational change context.
and values in organizational change. This article concludes with opportunities and questions as to
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}}
the dynamics of organizational change and learning.
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[[Category:Literature]]
 +
[[Category:Organizational Change]]

Latest revision as of 06:08, 13 February 2017

Authors: J. Boonstra

Publication Year: 2003

Source: http://eu.wiley.com/WileyCDA/WileyTitle/productCd-0471877379.html

Title: Dynamics of Organization Change and Learning

ISBN: 978-0-471-87737-0

Categories: Organizational Change


Abstract

This handbook focuses on the complex processes and problems of organizational change and relates current knowledge of individual and group psychology to the understanding of the dynamics of change. Complementary and competing insights are presented as overviews of theory and research Offers helpful insights about choosing models and methods in specific situations Chapters by international authors of the highest quality


Critical Reflection

A very interesting and well-written article by professor Jaap Boonstra who is working at the University of Amsterdam and at Esade Business School in Barcelona, which is among the top business schools in the world. The article is divided into three different sections. The first one, has to do with reflections in general, on the dynamics of organizational change and learning. In this section, there is a comparison on multiple perspectives on change and learning and the author explores the tensions that are created between the perspectives. The second section of the article focuses on the following issues that are related to organizational change and learning:

-Failures and success

-Power and empowerment

-Resistance and commitment

-Persuasion and Communication

-Role of change managers and consultants

The third and final section of the article gives the summary of the change methods that were presented and shows the linking between them and the assumptions and values in the organizational change context.