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Changing the Conversation to Create Organizational Change 改变对话以创造组织变革
IF 3 Q2 MANAGEMENT Pub Date : 2022-02-17 DOI: 10.1080/14697017.2022.2040570
D. Blackman, F. Buick, M. O’Donnell, N. Ilahee
ABSTRACT Public sector effectiveness necessitates planned change; however, many initiatives fail. For planned change to be successful, employees’ mental models need to be amended to support new behaviours. One mechanism to achieve this is employee performance conversations, which can elicit behavioural change through introducing new ideas to an individual’s reality. However, many conversations fail to create shared understandings of the need for change. Ford and Ford's [The role of conversations in producing intentional change in organizations. Academy of Management Review, 20(3), 541–570] typology identifies different conversational forms to create the shared understandings required to enact change. This paper reflects on the learnings from a management development intervention based upon Ford and Ford’s typology where managers applied the conversational forms to initiate mental model amendment, thereby enabling planned change. Analysis of qualitative data collected during the intervention suggests that using different types of conversations in a structured manner enabled shared understandings regarding why change was required and what success looked like. Managers recognized that slowing down the conversational process led to more effective mental model amendment, facilitating behavioural change. The paper demonstrates how different conversational forms enable leaders to discuss a planned change from an individual and organizational perspective and elicit mental model amendment to realize change. MAD statement This paper explores a new approach to undertaking employee performance management to enable organizational change. The paper applies Ford and Ford’s (1995) conversational typology as a practice model for developing the conversational competencies of managers and leaders. The paper highlights the importance of taking account of employees’ and managers’ different mental models in order to enable planned change. It argues that it is not more conversations that is needed, but instead the capacity to recognize and utilize different conversational forms to realize mental model amendment to elicit behavioural change and thus achieve change. The paper outlines an intervention that applies this new approach to employee performance management training.
公共部门的有效性需要有计划的变革;然而,许多举措都失败了。为了使计划中的变革取得成功,需要修改员工的心理模型以支持新的行为。实现这一点的一种机制是员工绩效对话,它可以通过向个人的现实引入新想法来引发行为变化。然而,许多对话未能建立对变革必要性的共同理解。Ford和Ford的[对话在组织中产生有意变革中的作用。《管理评论学会》,20(3),541-570]类型学确定了不同的对话形式,以创造实施变革所需的共同理解。本文反思了基于福特和福特类型学的管理发展干预的经验教训,在这种干预中,管理者应用对话形式来启动心理模型修正,从而实现有计划的变革。对干预期间收集的定性数据的分析表明,以结构化的方式使用不同类型的对话,可以就为什么需要改变以及成功是什么样子达成共识。管理者认识到,放慢对话过程会导致更有效的心理模式修正,促进行为改变。本文展示了不同的对话形式如何使领导者能够从个人和组织的角度讨论有计划的变革,并引发心理模型修正以实现变革。MAD声明本文探索了一种进行员工绩效管理的新方法,以实现组织变革。本文运用Ford和Ford(1995)的会话类型学作为培养管理者和领导者会话能力的实践模型。这篇论文强调了考虑员工和管理者不同心理模式的重要性,以实现有计划的变革。它认为,需要的不是更多的对话,而是识别和利用不同的对话形式来实现心理模式修正的能力,以引发行为改变,从而实现改变。本文概述了将这种新方法应用于员工绩效管理培训的干预措施。
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引用次数: 2
Change Organizations in Planned Change – A Closer Look 计划变革中的变革组织——细看
IF 3 Q2 MANAGEMENT Pub Date : 2022-01-06 DOI: 10.1080/14697017.2021.2018722
Saara Karasvirta, S. Teerikangas
ABSTRACT Despite a plethora of frameworks and processes, in planned organizational change models (POCMs), the role of change organizations, i.e. organizations dedicated to change, remains rarely explored. In this paper, we delve into this subject via a multiple case-based research design studying eleven large Finnish companies via 33 interviews. We find that although all studied case companies bear some component(s) of change organizations, these vary substantially. To this end, our findings bear three contributions. First, we propose a typology on change organizations as consisting of change networks, change teams and individual change roles, incorporating varying dimensions each. We further found three interrelations between these dimensions. Second, we demonstrate that change organizations exist in company practice more than they appear in the POCM literature. Third, we develop a framework for the evaluation of the maturity of a company’s change organization. Going forward, our findings are a call for further research on change organizations and their role in planned organizational change. MAD statement This article aims to Make a Difference (MAD) by offering a coherent lens that can be used both in the research and in the development of change organizations, in theory and in practice. Change organizations (networks, teams and roles dedicated to change) are a somewhat underrepresented dimension in classic planned organizational change models. However, in practice, companies’ change organizations play various active roles in planned change. Building on evidence from a multiple case study of eleven Finnish large companies, we suggest a multi-dimensional typology on change organizations. Through identified interrelations, we suggest that certain types of change organizations may be preferred over others in particular circumstances. In addition, we offer a change organization maturity framework for developing and evaluating companies’ change organizations.
摘要尽管有过多的框架和流程,但在计划组织变革模型(POCM)中,变革组织(即致力于变革的组织)的作用仍然很少被探索。在本文中,我们通过33次访谈,对11家芬兰大公司进行了多案例研究设计,深入探讨了这一主题。我们发现,尽管所有被研究的案例公司都有变革组织的一些组成部分,但这些组成部分差异很大。为此,我们的研究结果有三点贡献。首先,我们提出了一种变革组织的类型学,由变革网络、变革团队和个人变革角色组成,每个组织都包含不同的维度。我们进一步发现了这些维度之间的三个相互关系。其次,我们证明了变革组织在公司实践中的存在比在POCM文献中出现的更多。第三,我们开发了一个评估公司变革组织成熟度的框架。展望未来,我们的研究结果呼吁进一步研究变革组织及其在计划组织变革中的作用。MAD声明本文旨在通过提供一个连贯的视角来有所作为(MAD),该视角既可用于变革组织的研究和发展,也可用于理论和实践。变革组织(致力于变革的网络、团队和角色)在经典的计划组织变革模型中是一个代表性不足的维度。然而,在实践中,公司的变革组织在计划变革中发挥着各种积极作用。基于对11家芬兰大公司的多案例研究的证据,我们提出了一个关于变革组织的多维类型学。通过确定的相互关系,我们建议在特定情况下,某些类型的变革组织可能比其他组织更受欢迎。此外,我们还提供了一个变革组织成熟度框架,用于开发和评估公司的变革组织。
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引用次数: 9
Reflections: How Studying Organizational Change Lost Its Way 反思:组织变革研究如何迷失方向
IF 3 Q2 MANAGEMENT Pub Date : 2022-01-02 DOI: 10.1080/14697017.2022.2030980
Mark Hughes
ABSTRACT The assumption that organizational change tends to fail continues to stand unchallenged. This is an unsatisfactory situation that impedes not only the evaluation of such change but also studying its management and leadership. The enduring prevalence of this flawed assumption illustrates a failure of scholarship rather than practice. Although failure claims appeared plausible implying objective research and critical scholarship at work, the supporting evidence always eluded the proponents. This paper turns its focus to explain how and why change and transformation have been and continue to be depicted as failing. Seven hopes for future organizational change studies are identified and discussed. These include undertaking further historiographies and moving away from change either tending to succeed or to fail dualisms, towards embracing dualities. As well as, greater acknowledgement of the contextual, processual and dynamic nature of evaluating organizational change. Organizational change lost its way in not appreciating that it was managing change which was depicted as failing. Constructing the authority of change leaders; initially, required the authority of change managers to be corroded. The attribution of failure to managers and success to leaders is currently missing from change agency and change evaluation debates.
组织变革倾向于失败的假设仍然没有受到挑战。这是一种令人不满意的情况,不仅阻碍了对这种变化的评价,而且阻碍了对其管理和领导的研究。这种有缺陷的假设的持续流行说明了学术的失败而不是实践的失败。虽然失败的说法似乎是合理的,这意味着客观的研究和批判性的学术研究在起作用,但支持的证据总是避开支持者。本文的重点是解释变化和转型是如何以及为什么一直被描述为失败的。确定并讨论了未来组织变革研究的七个希望。这些包括进一步的历史编纂,远离趋向于成功或失败的二元论的变化,走向拥抱二元论。同时,更多地认识到评价组织变革的背景、过程和动态性质。组织变革迷失了方向,因为它没有意识到管理变革被描述为失败。构建变革领导者的权威;最初,要求变更经理的权威被削弱。在变革机构和变革评估的辩论中,失败归到管理者,成功归到领导者的观点目前是缺失的。
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引用次数: 5
Stakeholder Capitalism and Implications for How We Think About Leadership 利益相关者资本主义及其对我们如何看待领导力的影响
IF 3 Q2 MANAGEMENT Pub Date : 2022-01-02 DOI: 10.1080/14697017.2022.2037184
Edward Freeman, R. By
MAD statement The intention of this leading article is to help reframe our take on capitalism and leadership. Rather than presenting a linear, one-solution approach, it promotes an often messy, uncertain approach based on purpose, co-creation, creativity, courage and action delivering on a multitude of stakeholders’ needs and interests.
MAD声明这篇主要文章的目的是帮助重新定义我们对资本主义和领导力的看法。它不是提出一种线性的、单一的解决方案方法,而是提倡一种基于目标、共同创造、创造力、勇气和行动的、往往混乱、不确定的方法,以满足众多利益相关者的需求和兴趣。
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引用次数: 2
Mindsets for Change Leaders: Exploring Priming Approaches for Leadership Development 变革领导者的心态:探索领导力发展的启动方法
IF 3 Q2 MANAGEMENT Pub Date : 2021-12-27 DOI: 10.1080/14697017.2021.2018721
Bradley J. Hastings, G. Schwarz
ABSTRACT Diagnostic and dialogic organization development present two contrasting change practices that are frequently discussed in tandem. Yet, an increasing body of evidence shows they are co-applied in practice. For those involved in leadership of these practices, co-application means switching their engagement, such as commencing with a diagnostic analysis to determine the goals of change, then switching to dialogic processes to foster the emergence of new ways of working. However, theoretical descriptions of these two practices remain bifurcated and, as such, overlook leadership development approaches that help leaders switch between engagement styles. Addressing this problem, this paper explores a leadership development approach that focusses on mindsets. We propose six mindsets from psychology settings that are relevant for leadership of diagnostic and dialogic practices. A key contribution of this work is a new perspective on leadership development. Extending psychology-derived knowledge on how to activate mindsets provides leaders of change practices with a means to increase awareness of, and take control of, their mindset, helping them to adjust their engagement as change contexts dictate. MAD statement This paper seeks to Make a Difference (MAD) by offering a practical means to develop change leaders. Far too often, change practice literature has studied successful leaders with the aim to identify what they do, while at the same time overlooking the mechanics that develop these same actions and behaviours. The paper addresses this oversight with a focus on mindsets. It puts forward a means for leaders to increase awareness of, and take control of, their activated mindset and, in doing so, align what they do to change leadership contexts.
诊断型和对话型组织发展提出了两种截然不同的变革实践,它们经常被串联讨论。然而,越来越多的证据表明,它们在实践中是共同应用的。对于那些参与领导这些实践的人来说,共同应用意味着改变他们的参与方式,比如从诊断分析开始确定变革的目标,然后转向对话过程,以促进新的工作方式的出现。然而,对这两种实践的理论描述仍然存在分歧,因此,忽视了帮助领导者在敬业风格之间转换的领导力发展方法。为了解决这个问题,本文探讨了一种专注于思维方式的领导力发展方法。我们提出了与诊断和对话实践的领导相关的心理学设置的六种心态。这项工作的一个关键贡献是对领导力发展的新视角。扩展心理学衍生的关于如何激活心态的知识,为变革实践的领导者提供了一种方法,可以提高他们对心态的认识,并控制他们的心态,帮助他们根据变革环境的要求调整自己的参与度。本文旨在通过提供一种实用的方法来发展变革领导者,从而实现改变。很多时候,变革实践文献研究成功的领导者,目的是确定他们做了什么,而同时忽视了发展这些相同行动和行为的机制。本文通过关注心态来解决这种疏忽。它为领导者提供了一种方法,让他们提高对自己激活的心态的认识,并控制自己的心态,从而使他们的行动与改变领导环境相一致。
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引用次数: 0
Episodic Organizational Change and Social Drama – Liminality and Conflict in the Change Process 情节性组织变革与社会戏剧——变革过程中的局限性与冲突
IF 3 Q2 MANAGEMENT Pub Date : 2021-12-16 DOI: 10.1080/14697017.2021.2013298
I. Winkler, M. Kristensen
ABSTRACT This conceptual paper draws upon Victor Turner’s understanding of social change as social drama. It develops an interpretive framework for episodic organizational change as a period of liminal transition that is triggered and driven by conflict. Emphasizing the liminal quality inherent in change processes, the social drama is used to generate a conceptual frame to investigate the opportunities and threats in liminal transitions, the various ways to re-establish social order in organizations and the associated role of leaders in liminal times. Promoting conflict’s productive nature for organizational change, the social drama is further used to provide a frame to investigate how social reality in organizations is challenged, developed, crafted, transformed and finally re-constituted through conflict. The article argues that the social drama perspective has the capacity to further reflexive thinking about change processes in organizations.
这篇概念性论文借鉴了维克多·特纳对社会变迁作为社会戏剧的理解。它为情景性组织变革提供了一个解释性框架,将其视为由冲突引发和驱动的有限过渡时期。强调变革过程中固有的阈限质量,社会戏剧被用来产生一个概念框架,以调查阈限过渡中的机会和威胁,在组织中重建社会秩序的各种方式,以及在阈限时代领导者的相关角色。促进冲突对组织变革的生产性,社会戏剧被进一步用来提供一个框架来研究组织中的社会现实是如何通过冲突受到挑战、发展、精心制作、转变和最终重建的。本文认为,社会戏剧视角具有进一步对组织变革过程进行反思性思考的能力。
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引用次数: 1
Developing and Leading Ambidextrous Teams: A Team-Centric Framework of Ambidexterity in Volatile Environments 发展和领导双灵巧团队:多变环境中以团队为中心的双灵巧框架
IF 3 Q2 MANAGEMENT Pub Date : 2021-12-16 DOI: 10.1080/14697017.2021.2013297
Benjamin P. Dean
ABSTRACT To meet the adaptive challenges of rapidly changing environments, leaders of organizational teams and team-based entities can leverage the powerful dynamic capabilities of ambidexterity to achieve sustainable innovation and longterm adaptation. This conceptual inquiry focuses on the special characteristics of teams and teamwork, and how those can afford dynamic potential for achieving ambidexterity. Teams intrinsically function dynamically as integrative adaptive systems. Teams hold unique advantages for sensing and seizing new opportunities, and for reallocating taskwork and reconfiguring resources. Such advantages enable teams to more effectively align and balance exploration and exploitation for sustained innovation and successful adaptation. This inquiry draws from existing studies of dynamic capabilities and ambidexterity, and integrates that research with the well-established literature on teams and teamwork. This study examines the key processes and dynamics of team ambidexterity. The study synthesizes, and proposes a systems model that indicates team-centric mechanisms and dynamic linkages by which ambidexterity can operate as dynamic capabilities within teams. The analysis and model add to the development of organizational change theory and orients future studies of ambidexterity at meso level. This inquiry also benefits organizational leaders by providing valuable insights and practical tools for developing, leading, and supporting teams that can perform effectively under turbulent conditions.
摘要为了应对快速变化的环境带来的适应性挑战,组织团队和基于团队的实体的领导者可以利用双重灵活性的强大动态能力来实现可持续创新和长期适应性。这一概念探究的重点是团队和团队合作的特殊特征,以及这些特征如何为实现双重灵活性提供动态潜力。团队本质上是一个动态的综合自适应系统。团队在感知和抓住新机会、重新分配任务和重新配置资源方面具有独特优势。这些优势使团队能够更有效地协调和平衡勘探和开发,以实现持续创新和成功适应。这项研究借鉴了现有的动态能力和二元性研究,并将该研究与关于团队和团队合作的成熟文献相结合。本研究考察了团队二元性的关键过程和动力学。该研究综合并提出了一个系统模型,该模型表明了以团队为中心的机制和动态联系,通过这些机制,双元性可以作为团队内的动态能力发挥作用。该分析和模型为组织变革理论的发展添砖加瓦,并为未来在微观层面上研究二元性提供了方向。这项调查还为组织领导者提供了宝贵的见解和实用工具,用于开发、领导和支持能够在动荡条件下有效运作的团队。
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引用次数: 0
Leadership Ignoring Paradox to Maintain Inertial Order 领导忽视悖论以维持惯性秩序
IF 3 Q2 MANAGEMENT Pub Date : 2021-11-22 DOI: 10.1080/14697017.2021.2005294
E. Mastio, S. Clegg, Miguel Pina e Cunha, Ken Dovey
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引用次数: 2
The Colours of Change Ownership: A Qualitative Exploration of Types of Change Agents’ Psychological Ownership During School Change 变革所有权的颜色:学校变革过程中变革主体心理所有权类型的定性探索
IF 3 Q2 MANAGEMENT Pub Date : 2021-10-31 DOI: 10.1080/14697017.2021.1995465
Shiran Benji-Rabinovitz, I. Berkovich
ABSTRACT The organisational literature has overlooked the diversity of change agents’ psychological ownership experiences in the context of major (or second-order) change. The present study addressed this lacuna. The study used the case study method and focused on six Israeli state-religious schools, which adopted a new liberal curriculum. Thirty-one semi-structured interviews were conducted with six principals and 25 teachers (middle-level managers and educators). Analysis of the findings revealed the types of psychological ownership that change agents experience (ownership by process, by interest, and by means); two main components of the agents’ psychological ownership (accountability and territoriality); and three perceived types of sharing associated with ownership (active, passive, and defensive). The implications of the findings are discussed. MAD statement Building on a real case study of major change in public schools, the paper describes the varieties of psychological ownership during change implementation. Committed change agents can have different types of ownership experiences, different drives that make them accountable to the change at hand, different territorial outlooks, and different sharing orientations. Three ideal types of psychological ownership experiences are suggested and practitioners can use them to diagnose organisational dynamics and intervene in the process.
摘要组织文献忽视了在重大(或二阶)变革背景下,变革主体心理所有权体验的多样性。本研究解决了这一空白。该研究采用了案例研究的方法,重点关注了六所以色列国立宗教学校,这些学校采用了新的自由主义课程。对6名校长和25名教师(中层管理人员和教育工作者)进行了31次半结构化访谈。对研究结果的分析揭示了改变主体所经历的心理所有权类型(通过过程、兴趣和手段的所有权);代理人心理所有权的两个主要组成部分(问责制和属地性);以及与所有权相关的三种感知共享类型(主动、被动和防御)。讨论了研究结果的含义。MAD声明基于对公立学校重大变革的真实案例研究,本文描述了变革实施过程中心理所有权的变化。致力于变革的推动者可以有不同类型的所有权体验,不同的驱动力使他们对眼前的变革负责,不同的地域观和不同的共享取向。提出了三种理想类型的心理所有权体验,从业者可以利用它们来诊断组织动态并干预这一过程。
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引用次数: 0
The Roles of Sensegiving Language and Context in Change Announcement Acceptance 语义语言和语境在变更公告接受中的作用
IF 3 Q2 MANAGEMENT Pub Date : 2021-09-06 DOI: 10.1080/14697017.2021.1974525
Joseph Peyrefitte, A. J. Sevier, R. Willis
ABSTRACT Do leaders use sensegiving language in organization-wide planned change announcements? Does sensegiving language prompt organizational support? What contextual factors influence the reception of change announcements? These questions were explored in an analysis of written reorganization announcements across three executive administrations within a university. We found that sensegiving language was used when the reorganization decision was discretionary and when it was inconsistent with the values of shared governance and campus autonomy. Sensegiving language was associated with acceptance of the announcements but only when it was appropriate for the organizational setting. Leadership style appeared to influence internal support independent of language. Our findings suggest that although discursive ability might allow leaders to craft persuasive statements, the delivery of a change message must be consonant with contextual elements that include culture, external environment, organizational atmosphere, and leadership style. MAD statement When leaders announce a major organizational change, they must build support for the decision by using language that convinces organizational members to commit to successful change implementation. Despite numerous models of change management, there is little research that identifies what language is most effective to do so. This study analysed three university reorganization announcements and found that executives received support for decisions when they used language that was congruent with organizational values and their leadership style. Ideal content by itself was not sufficient to inspire support, nor was it necessary when a planned change was in reaction to the environment.
在组织范围内的计划变更公告中,领导者是否使用赋予意义的语言?赋予意义的语言能促进组织支持吗?哪些环境因素影响变更公告的接受?在对一所大学内三个行政部门的书面重组公告的分析中,对这些问题进行了探讨。我们发现,当重组决策是自由裁量的,并且与共享治理和校园自治的价值观不一致时,就会使用赋予意义的语言。有意义的语言与公告的接受程度有关,但只有当它适合于组织环境时才会如此。领导风格对内部支持的影响与语言无关。我们的研究结果表明,尽管话语能力可能使领导者能够制作有说服力的陈述,但变革信息的传递必须与包括文化、外部环境、组织氛围和领导风格在内的语境要素保持一致。当领导者宣布一项重大的组织变革时,他们必须通过使用说服组织成员致力于成功实施变革的语言来建立对该决策的支持。尽管有许多变革管理模型,但很少有研究确定哪种语言最有效。本研究分析了三所大学的重组公告,发现当高管们使用与组织价值观和领导风格一致的语言时,他们的决策得到了支持。理想的内容本身不足以激发支持,当计划的变化是对环境的反应时,也不是必要的。
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引用次数: 0
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JOURNAL OF CHANGE MANAGEMENT
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