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Developing a change management plan ...

California State University, Dominguez Hills.

Developing a change management plan for organizational transformation.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
書名/作者:	Developing a change management plan for organizational transformation.
作者:	Meade, Kimberly J.
面頁冊數:	145 p.
附註:	Source: Masters Abstracts International, Volume: 52-01.
Contained By:	Masters Abstracts International52-01(E).
標題:	Business Administration, Management.
標題:	Business Administration, General.
標題:	Education, Business.
ISBN:	9781303227486
摘要、提要註:	Strategic planning and the establishment of quality objectives are the underpinnings for transformational change management. In today's organizational setting demonstrating the ability to change effectively and efficiently is essential for organizational success. Transformational change requires executive sponsorship, the ability to establish and communicate a strategic vision for the change initiative, in addition to selection of credible team members from the organization, those with the ability to influence stakeholders and to engage and guide the organization through the change itself. The focal point of this research is the application and coupling of "The Eight-Stage Process to Create Major Change," established by John P. Kotter and the "Prosci RTM ADKARRTM (Awareness, Desire, Knowledge, Ability, Reinforcement) model which acknowledges the people side of change. Through examination and review of the research results, it becomes evident that both models, when combined, provide a comprehensive and repeatable framework from which to drive organizational change and transformation.
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=1523477

Developing a change management plan for organizational transformation.
Meade, Kimberly J.

Developing a change management plan for organizational transformation. - 145 p.

Source: Masters Abstracts International, Volume: 52-01.

Thesis (M.S.Q.A.)--California State University, Dominguez Hills, 2013.

Strategic planning and the establishment of quality objectives are the underpinnings for transformational change management. In today's organizational setting demonstrating the ability to change effectively and efficiently is essential for organizational success. Transformational change requires executive sponsorship, the ability to establish and communicate a strategic vision for the change initiative, in addition to selection of credible team members from the organization, those with the ability to influence stakeholders and to engage and guide the organization through the change itself. The focal point of this research is the application and coupling of "The Eight-Stage Process to Create Major Change," established by John P. Kotter and the "Prosci RTM ADKARRTM (Awareness, Desire, Knowledge, Ability, Reinforcement) model which acknowledges the people side of change. Through examination and review of the research results, it becomes evident that both models, when combined, provide a comprehensive and repeatable framework from which to drive organizational change and transformation.

ISBN: 9781303227486Subjects--Topical Terms:

423062
Business Administration, Management.

Developing a change management plan for organizational transformation.
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020 $a 9781303227486
035 $a (MiAaPQ)AAI1523477
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100 1 $a Meade, Kimberly J. $3 565537
245 1 0 $a Developing a change management plan for organizational transformation.
300 $a 145 p.
500 $a Source: Masters Abstracts International, Volume: 52-01.
500 $a Adviser: Robert Spencer.
502 $a Thesis (M.S.Q.A.)--California State University, Dominguez Hills, 2013.
520 $a Strategic planning and the establishment of quality objectives are the underpinnings for transformational change management. In today's organizational setting demonstrating the ability to change effectively and efficiently is essential for organizational success. Transformational change requires executive sponsorship, the ability to establish and communicate a strategic vision for the change initiative, in addition to selection of credible team members from the organization, those with the ability to influence stakeholders and to engage and guide the organization through the change itself. The focal point of this research is the application and coupling of "The Eight-Stage Process to Create Major Change," established by John P. Kotter and the "Prosci RTM ADKARRTM (Awareness, Desire, Knowledge, Ability, Reinforcement) model which acknowledges the people side of change. Through examination and review of the research results, it becomes evident that both models, when combined, provide a comprehensive and repeatable framework from which to drive organizational change and transformation.
590 $a School code: 0582.
650 4 $a Business Administration, Management. $3 423062
650 4 $a Business Administration, General. $3 423366
650 4 $a Education, Business. $3 423063
690 $a 0454
690 $a 0310
690 $a 0688
710 2 $a California State University, Dominguez Hills. $3 565535
773 0 $t Masters Abstracts International $g 52-01(E).
790 $a 0582
791 $a M.S.Q.A.
792 $a 2013
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=1523477

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