Pub Date : 1900-01-01DOI: 10.4018/978-1-5225-7769-0.CH001
C. E. Miller
The pace of innovation continues to accelerate. Students expect campuses to keep pace with the technology they use in their daily lives, and the technology they will likely need to use when they enter the workforce as graduates. Students and their families now pay more of the costs associated with earning a degree, and they want to have a voice in campus planning and decision making. Higher education technology leaders will need to help their campuses shift from incremental adoption of disparate technologies to digital transformation. Digital transformation includes adopting innovative technologies to transform mission critical activities and optimizing related processes and data with the objective of increasing customer satisfaction and providing an excellent end user experience. To guide digital transformation, technology leaders in higher education need a toolkit to build buy-in and facilitate cultural transformation on their campuses.
{"title":"Leading Digital Transformation in Higher Education","authors":"C. E. Miller","doi":"10.4018/978-1-5225-7769-0.CH001","DOIUrl":"https://doi.org/10.4018/978-1-5225-7769-0.CH001","url":null,"abstract":"The pace of innovation continues to accelerate. Students expect campuses to keep pace with the technology they use in their daily lives, and the technology they will likely need to use when they enter the workforce as graduates. Students and their families now pay more of the costs associated with earning a degree, and they want to have a voice in campus planning and decision making. Higher education technology leaders will need to help their campuses shift from incremental adoption of disparate technologies to digital transformation. Digital transformation includes adopting innovative technologies to transform mission critical activities and optimizing related processes and data with the objective of increasing customer satisfaction and providing an excellent end user experience. To guide digital transformation, technology leaders in higher education need a toolkit to build buy-in and facilitate cultural transformation on their campuses.","PeriodicalId":325408,"journal":{"name":"Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work","volume":"15 Suppl 4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126672602","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.4018/978-1-7998-7297-9.ch028
N. Z. Hrustek, R. Mekovec, Igor Pihir
ICT-driven innovations affect all sectors of economy and society where trends like adaptability, remote workforce, augmented reality/virtual reality, internet of things, smart machines and artificial intelligence run the core of digital transformation of every aspect of a business. This article introduces the measurement instrument that was created and validated with intention of questioning certain aspects of digital economy from the user point of view. The validation of the proposed measurement instrument was conducted by applying factor analysis (Principal component analysis - PCA) which revealed critical factors affecting certain aspects of digital economy: e-commerce, e-banking, e-work (telework) and e-employment. Measurement instruments were tested on 197 respondents from two Croatian counties. To maximise the benefits that can be derived from digital transformation it is essential to overcome all barriers and force employment of opened opportunities. Business alignment with IT remains a challenge; therefore, presented results are valuable input in the discussed domain.
{"title":"Developing and Validating Measurement Instrument for Various Aspects of Digital economy","authors":"N. Z. Hrustek, R. Mekovec, Igor Pihir","doi":"10.4018/978-1-7998-7297-9.ch028","DOIUrl":"https://doi.org/10.4018/978-1-7998-7297-9.ch028","url":null,"abstract":"ICT-driven innovations affect all sectors of economy and society where trends like adaptability, remote workforce, augmented reality/virtual reality, internet of things, smart machines and artificial intelligence run the core of digital transformation of every aspect of a business. This article introduces the measurement instrument that was created and validated with intention of questioning certain aspects of digital economy from the user point of view. The validation of the proposed measurement instrument was conducted by applying factor analysis (Principal component analysis - PCA) which revealed critical factors affecting certain aspects of digital economy: e-commerce, e-banking, e-work (telework) and e-employment. Measurement instruments were tested on 197 respondents from two Croatian counties. To maximise the benefits that can be derived from digital transformation it is essential to overcome all barriers and force employment of opened opportunities. Business alignment with IT remains a challenge; therefore, presented results are valuable input in the discussed domain.","PeriodicalId":325408,"journal":{"name":"Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work","volume":"33 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124895998","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.4018/978-1-7998-7297-9.ch006
John Mendy
One of the great attributes of acting as a Human Resource Manager is being reasonable. One may not know what is best for a company but one should be able to identify, reasonably, when in-house fighting and resistance on the shop floor are disadvantageous. While agreeing with the law one must also be aware, again reasonably, that it may be in conflict with itself. One's job is to resolve difficulties to the benefit of all parties – once more reasonably – even when one's emotions are on the side of one of the parties. In short, there is a job to do, but there is a difficulty: doing so successfully depends on being reasonable as well as developing expertise. However, being reasonable is precisely what the scientific method does not support although being an expert could be a desirable attribute. It excludes anything that contributes to a bias, including the bias that trust, fairness and team spirit introduce (Huczynski & Buchanan, 2013). The result is well known: the scientific method tends to support commodification, objectification and reification and elicits resistance (Pitsakis & Kuin, 2012; Mahadevan, 2012) even on phenomenon-driven change (Schwarz & Stensaker, 2014). HRM officers do not seem to have done too badly however – albeit without the support of the scientific method (Ford, Ford, & D'Amelio, 2008). This does not mean that support would be wasted or impossible. The aim of the present chapter is to explore what it might look like. The result is a series of recommendations, based on a study showing how some employees proved able to contribute as experts to their companies even after they had been threatened of being fired due to heavy economic weather. This finding serves as an important lesson, i.e. that there are ways other than the scientific method to turn personal motivations and objectives into resources. These ways include creating an HRM/OB platform for change that helps to link people. They make it possible to create structures that help individuals to achieve ‘expert presence', i.e. expertise to deal with difficulties in the workplace in the here and now.
{"title":"Rethinking the Contribution of Organizational Change to the Teaching and Learning of Organizational Behaviour and Human Resource Management","authors":"John Mendy","doi":"10.4018/978-1-7998-7297-9.ch006","DOIUrl":"https://doi.org/10.4018/978-1-7998-7297-9.ch006","url":null,"abstract":"One of the great attributes of acting as a Human Resource Manager is being reasonable. One may not know what is best for a company but one should be able to identify, reasonably, when in-house fighting and resistance on the shop floor are disadvantageous. While agreeing with the law one must also be aware, again reasonably, that it may be in conflict with itself. One's job is to resolve difficulties to the benefit of all parties – once more reasonably – even when one's emotions are on the side of one of the parties. In short, there is a job to do, but there is a difficulty: doing so successfully depends on being reasonable as well as developing expertise. However, being reasonable is precisely what the scientific method does not support although being an expert could be a desirable attribute. It excludes anything that contributes to a bias, including the bias that trust, fairness and team spirit introduce (Huczynski & Buchanan, 2013). The result is well known: the scientific method tends to support commodification, objectification and reification and elicits resistance (Pitsakis & Kuin, 2012; Mahadevan, 2012) even on phenomenon-driven change (Schwarz & Stensaker, 2014). HRM officers do not seem to have done too badly however – albeit without the support of the scientific method (Ford, Ford, & D'Amelio, 2008). This does not mean that support would be wasted or impossible. The aim of the present chapter is to explore what it might look like. The result is a series of recommendations, based on a study showing how some employees proved able to contribute as experts to their companies even after they had been threatened of being fired due to heavy economic weather. This finding serves as an important lesson, i.e. that there are ways other than the scientific method to turn personal motivations and objectives into resources. These ways include creating an HRM/OB platform for change that helps to link people. They make it possible to create structures that help individuals to achieve ‘expert presence', i.e. expertise to deal with difficulties in the workplace in the here and now.","PeriodicalId":325408,"journal":{"name":"Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work","volume":"48 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124320292","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.4018/978-1-5225-5829-3.CH001
D. McCloskey
Work-life boundaries are often studied on a segmentation-integration continuum, which fails to consider that boundaries can be multidimensional. A flexible boundary allows work to be completed at different times and locations, whereas a permeable boundary allows for the integration of work and personal demands. This chapter examines boundary flexibility, home boundary permeability, and work boundary permeability as separate constructs, positing eight possible boundary configurations. In this exploratory research, differences in demographics, technology usage, work-family conflict, and work and life satisfaction for 65 knowledge workers who maintain different levels of boundary flexibility and permeability are examined. This research offers a new boundary configuration framework, which should guide future research and organizational policy.
{"title":"Exploring the Impact of Flexible and Permeable Work-Life Boundaries in a Mobile World","authors":"D. McCloskey","doi":"10.4018/978-1-5225-5829-3.CH001","DOIUrl":"https://doi.org/10.4018/978-1-5225-5829-3.CH001","url":null,"abstract":"Work-life boundaries are often studied on a segmentation-integration continuum, which fails to consider that boundaries can be multidimensional. A flexible boundary allows work to be completed at different times and locations, whereas a permeable boundary allows for the integration of work and personal demands. This chapter examines boundary flexibility, home boundary permeability, and work boundary permeability as separate constructs, positing eight possible boundary configurations. In this exploratory research, differences in demographics, technology usage, work-family conflict, and work and life satisfaction for 65 knowledge workers who maintain different levels of boundary flexibility and permeability are examined. This research offers a new boundary configuration framework, which should guide future research and organizational policy.","PeriodicalId":325408,"journal":{"name":"Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work","volume":"86 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123616009","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.4018/978-1-5225-0945-5.CH003
Tom Brunet, P. Ramachandran
As devices have become smaller and more pervasive, usage scenarios that have historically been common for people with disabilities are finding more general application for all users. Overall, the consideration of accessibility improves the usability of applications for all users. This chapter will discuss standards for accessibility, inclusive design, and topics related to the development of accessible mobile content and applications. The discussion will apply to mobile content, such as EPUB documents, and topics related to Web, native, and hybrid applications.
{"title":"Accessible and Inclusive Content and Applications","authors":"Tom Brunet, P. Ramachandran","doi":"10.4018/978-1-5225-0945-5.CH003","DOIUrl":"https://doi.org/10.4018/978-1-5225-0945-5.CH003","url":null,"abstract":"As devices have become smaller and more pervasive, usage scenarios that have historically been common for people with disabilities are finding more general application for all users. Overall, the consideration of accessibility improves the usability of applications for all users. This chapter will discuss standards for accessibility, inclusive design, and topics related to the development of accessible mobile content and applications. The discussion will apply to mobile content, such as EPUB documents, and topics related to Web, native, and hybrid applications.","PeriodicalId":325408,"journal":{"name":"Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work","volume":"28 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132320645","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.4018/978-1-5225-7888-8.CH005
Meltem Akca
At the present time, business work environments are becoming more volatile and competitive. The development of information technologies, rapid changes of organizational structures, changeable customer attitudes are more important for today's organizations. These features of the marketplace direct organizations to be in search of new methods to achieve and maintain sustainable performance. Leadership, employee favorable work behavior, technological investments are some methods to provide continuity of an organization's existence. This chapter aims to obtain influence of strategic leadership on the employees' innovative work behavior. Furthermore, it is expected to obtain the mediator role of readiness for change in this relation. In the study, the sample is composed of four-star hotel employees in Antalya, Turkey. This evidence-based field study proves new implementation's impact on the employees.
{"title":"Strategic Leadership, Readiness for Change, and Innovative Work Behavior","authors":"Meltem Akca","doi":"10.4018/978-1-5225-7888-8.CH005","DOIUrl":"https://doi.org/10.4018/978-1-5225-7888-8.CH005","url":null,"abstract":"At the present time, business work environments are becoming more volatile and competitive. The development of information technologies, rapid changes of organizational structures, changeable customer attitudes are more important for today's organizations. These features of the marketplace direct organizations to be in search of new methods to achieve and maintain sustainable performance. Leadership, employee favorable work behavior, technological investments are some methods to provide continuity of an organization's existence. This chapter aims to obtain influence of strategic leadership on the employees' innovative work behavior. Furthermore, it is expected to obtain the mediator role of readiness for change in this relation. In the study, the sample is composed of four-star hotel employees in Antalya, Turkey. This evidence-based field study proves new implementation's impact on the employees.","PeriodicalId":325408,"journal":{"name":"Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work","volume":"51 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132695166","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.4018/978-1-5225-2814-2.CH002
N. Akhtar, Mohd Vasim Ahamad
A social network can be defined as a complex graph, which is a collection of nodes connected via edges. Nodes represent individual actors or people in the network, whereas edges define relationships among those actors. Most popular social networks are Facebook, Twitter, and Google+. To analyze these social networks, one needs specialized tools for analysis. This chapter presents a comparative study of such tools based on the general graph aspects as well as the social network mining aspects. While considering the general graph aspects, this chapter presents a comparative study of four social network analysis tools—NetworkX, Gephi, Pajek, and IGraph—based on the platform, execution time, graph types, algorithm complexity, input file format, and graph features. On the basis of the social network mining aspects, the chapter provides a comparative study on five specialized tools—Weka, NetMiner 4, RapidMiner, KNIME, and R—with respect to the supported mining tasks, main functionality, acceptable input formats, output formats, and platform used.
{"title":"Graph Tools for Social Network Analysis","authors":"N. Akhtar, Mohd Vasim Ahamad","doi":"10.4018/978-1-5225-2814-2.CH002","DOIUrl":"https://doi.org/10.4018/978-1-5225-2814-2.CH002","url":null,"abstract":"A social network can be defined as a complex graph, which is a collection of nodes connected via edges. Nodes represent individual actors or people in the network, whereas edges define relationships among those actors. Most popular social networks are Facebook, Twitter, and Google+. To analyze these social networks, one needs specialized tools for analysis. This chapter presents a comparative study of such tools based on the general graph aspects as well as the social network mining aspects. While considering the general graph aspects, this chapter presents a comparative study of four social network analysis tools—NetworkX, Gephi, Pajek, and IGraph—based on the platform, execution time, graph types, algorithm complexity, input file format, and graph features. On the basis of the social network mining aspects, the chapter provides a comparative study on five specialized tools—Weka, NetMiner 4, RapidMiner, KNIME, and R—with respect to the supported mining tasks, main functionality, acceptable input formats, output formats, and platform used.","PeriodicalId":325408,"journal":{"name":"Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work","volume":"62 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114648556","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.4018/978-1-5225-7625-9.CH014
L. Gamidullaeva, S. Vasin, E. Shkarupeta, T. Tolstykh, A. Finogeev, G. Surovitskaya, Sergey Kanarev
Innovations in the modern world are not simply connected with the opportunities of digital technologies but also largely based on them. This is exactly why the full-fledged successive industrial sector's digitization will become a platform for qualitative changes of the economy and long-term opportunities. Thus, the transition to digital technologies is inevitable, but from another perspective, this very transition cannot be the absolute goal. In this chapter, the authors aimed at providing a better understanding for Industry 4.0 concept and its application benefits for Russia. The main problem is how the Russian Federation acts against the economically developed countries, which are the creators of Industry 4.0. This chapter mainly focuses on presenting the authors' views on how to sustain and increase competitive advantage of the Russian Federation by catching and implementing Industry 4.0. With Industry 4.0, Russian Federation gets a bigger share of the world manufacturing value chain.
{"title":"Emergence of Industry 4.0 Technologies","authors":"L. Gamidullaeva, S. Vasin, E. Shkarupeta, T. Tolstykh, A. Finogeev, G. Surovitskaya, Sergey Kanarev","doi":"10.4018/978-1-5225-7625-9.CH014","DOIUrl":"https://doi.org/10.4018/978-1-5225-7625-9.CH014","url":null,"abstract":"Innovations in the modern world are not simply connected with the opportunities of digital technologies but also largely based on them. This is exactly why the full-fledged successive industrial sector's digitization will become a platform for qualitative changes of the economy and long-term opportunities. Thus, the transition to digital technologies is inevitable, but from another perspective, this very transition cannot be the absolute goal. In this chapter, the authors aimed at providing a better understanding for Industry 4.0 concept and its application benefits for Russia. The main problem is how the Russian Federation acts against the economically developed countries, which are the creators of Industry 4.0. This chapter mainly focuses on presenting the authors' views on how to sustain and increase competitive advantage of the Russian Federation by catching and implementing Industry 4.0. With Industry 4.0, Russian Federation gets a bigger share of the world manufacturing value chain.","PeriodicalId":325408,"journal":{"name":"Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work","volume":"33 5-6","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131923677","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.4018/978-1-7998-7297-9.ch031
S. Burleson, Whitney A. Tyler, D. Major, Katelyn R. Reynoldson
As women have the potential to bring unique perspectives to the workplace, the under-representation of women in STEM occupations is a severe limitation to global advancement through research and innovation. Workplace utilization of computer-mediated communication (CMC) may impact common barriers faced by women in STEM, such as stereotypes, a “chilly” workplace climate, lack of social support and mentorship opportunities, and work-family conflict. As organizations shift further into the use of virtual communication, it is essential to take advantage of CMC as a way to facilitate gender equality in the workplace while simultaneously mitigating barriers workplace CMC may present for women in STEM. The potential implications of workplace virtual communication, virtual teams, e-mentoring, cyber incivility, and telecommuting for women in STEM careers are discussed.
{"title":"Women in STEM Workplaces and Computer-Mediated Communication","authors":"S. Burleson, Whitney A. Tyler, D. Major, Katelyn R. Reynoldson","doi":"10.4018/978-1-7998-7297-9.ch031","DOIUrl":"https://doi.org/10.4018/978-1-7998-7297-9.ch031","url":null,"abstract":"As women have the potential to bring unique perspectives to the workplace, the under-representation of women in STEM occupations is a severe limitation to global advancement through research and innovation. Workplace utilization of computer-mediated communication (CMC) may impact common barriers faced by women in STEM, such as stereotypes, a “chilly” workplace climate, lack of social support and mentorship opportunities, and work-family conflict. As organizations shift further into the use of virtual communication, it is essential to take advantage of CMC as a way to facilitate gender equality in the workplace while simultaneously mitigating barriers workplace CMC may present for women in STEM. The potential implications of workplace virtual communication, virtual teams, e-mentoring, cyber incivility, and telecommuting for women in STEM careers are discussed.","PeriodicalId":325408,"journal":{"name":"Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work","volume":"48 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134273591","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.4018/978-1-5225-6301-3.CH019
G. Kerse
The aim of this chapter is to make it easier to understand the concept of change and offer some suggestions on how the change should be managed. In this direction, change, change management, and its importance have been dealt with, and a conceptual framework has been established through examples. Then, the types of change are discussed by explaining what environmental factors bring about the change. The process of managing change is reviewed; the resistance to change and the sources that reveal this resistance are examined, as well as how to overcome the resistance. Finally, the role of the leader in change management and creating change culture has been discussed.
{"title":"Change and Change Management in Organizations","authors":"G. Kerse","doi":"10.4018/978-1-5225-6301-3.CH019","DOIUrl":"https://doi.org/10.4018/978-1-5225-6301-3.CH019","url":null,"abstract":"The aim of this chapter is to make it easier to understand the concept of change and offer some suggestions on how the change should be managed. In this direction, change, change management, and its importance have been dealt with, and a conceptual framework has been established through examples. Then, the types of change are discussed by explaining what environmental factors bring about the change. The process of managing change is reviewed; the resistance to change and the sources that reveal this resistance are examined, as well as how to overcome the resistance. Finally, the role of the leader in change management and creating change culture has been discussed.","PeriodicalId":325408,"journal":{"name":"Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work","volume":"45 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122103380","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：