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A Leader's Introduction of Rapid and Radical Change into an Organization: A Case Study of Jack Welch and General Electric.

机译：领导者对组织进行快速，彻底变革的介绍：以杰克·韦尔奇（Jack Welch）和通用电气（General Electric）为例。

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摘要

This dissertation is a qualitative inquiry into the leadership practices that facilitate and enable a rapid and radical change in organizational culture. With the globalization of world markets and the accelerating speed of communications, leaders are faced with the daunting challenge to react to an ever-changing external marketplace. The ability to adapt organizational culture in response to these exogenous factors has become a critical success factor for businesses today.;Scholars have repeatedly concluded that organizational culture is both resistant and slow to change. A review of the cultural changes orchestrated by Jack Welch during his tenure as CEO of GE confirmed the prospect and viabiity of planned, rapid and radical change in organizational culture challenging the conclusions of previous scholars. Eight senior executives of GE highlight the specific rapid and radical changes that they witnessed at GE and offer their insights as to how these changes were planned and executed.;This inquiry uses Chin and Benne's (1989) three change management strategies (power-coercive, empirical-rational, and normative-reeducative) as a framework for investigation into the specific tactics used to facilitate and enable a rapid and radical culture change. Each of these three specific tactics were identified in this analysis of Welch's transformation of GE depending on the speed or degree of change required. The findings offer valuable insight to both the scholar of organizational dynamics and the practicing CEO.
机译：本文是对领导实践的定性质询，这些实践促进并实现了组织文化的快速而彻底的变革。随着世界市场的全球化和通讯速度的加快，领导者面临着对不断变化的外部市场做出反应的艰巨挑战。适应这些外在因素而适应组织文化的能力已成为当今企业成功的关键因素。；学者们一再得出结论，组织文化既有抵抗力又难以改变。杰克·韦尔奇（Jack Welch）担任通用电气（GE）首席执行官期间对文化变革的回顾，证实了组织文化中计划，快速和根本性变革的前景和灵活性，这对先前学者的结论提出了挑战。 GE的八名高级管理人员强调了他们在GE见证的具体快速而彻底的变革，并就如何计划和执行这些变革提供了见解。该调查使用了Chin和Benne（1989）的三种变革管理策略（权力强制， （经验-理性和规范-教育）框架，以调查用于促进和实现快速而彻底的文化变革的特定策略。在韦尔奇对GE转型的分析中，根据所需的变化速度或变化程度，确定了这三种特定策略中的每一种。研究结果为组织动力学者和执行总裁提供了宝贵的见识。

著录项

  • 作者

    Stice, J. Mike.;

  • 作者单位

    The George Washington University.;

  • 授予单位 The George Washington University.;
  • 学科 Biography.;Business Administration Management.;Sociology Organizational.;Psychology Behavioral.
  • 学位 Ed.D.
  • 年度 2011
  • 页码 202 p.
  • 总页数 202
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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