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Success and Failure In Organizational Change: An Exploration of the Role of Values

机译:组织变革中的成功与失败:价值观念的探索

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One of the most remarkable aspects of organizational change efforts is their low success rate. There is substantial evidence that some 70% of all change initiatives fail. This article explores the argument that a potentially significant reason for this is a lack of alignment between the value system of the change intervention and of those members of an organization undergoing the change. In order to test this assertion, the article begins by reviewing the change literature with regard to the impact of values on success and failure. It then examines Graves' Emergent Cyclical Levels of Existence Theory and uses this as the basis of a method for identifying and aligning value systems. The article then presents the results from case studies of two change initiatives in different organizations. These support both the method and the assertion that value system alignment may be an important factor in the success of organizational change initiatives. The article concludes with recommendations for further research.View full textDownload full textKeywordsValue systems, organizational change, Graves, ECLETRelated var addthis_config = { ui_cobrand: "Taylor & Francis Online", services_compact: "citeulike,netvibes,twitter,technorati,delicious,linkedin,facebook,stumbleupon,digg,google,more", pubid: "ra-4dff56cd6bb1830b" }; Add to shortlist Link Permalink http://dx.doi.org/10.1080/14697017.2010.524655
机译:组织变革工作最显着的方面之一就是成功率低。有大量证据表明,所有变革计划中约有70%失败了。本文探讨了这样一个论点,即潜在的重要原因是变更干预的价值体系与进行变更的组织的成员之间缺乏一致性。为了检验这一主张,本文首先回顾了有关价值对成功和失败的影响的变化文献。然后,它研究了格雷夫斯的存在的紧急循环水平理论,并将其用作识别和调整价值体系的方法的基础。然后,本文介绍了来自不同组织的两种变革计划的案例研究结果。这些都支持方法和价值体系一致性可能是组织变革计划成功的重要因素的主张。本文最后提出了进一步研究的建议。查看全文下载全文关键字价值体系,组织变革,格雷夫斯,ECLET facebook,stumbleupon,digg,google,more“,发布号:” ra-4dff56cd6bb1830b“};添加到候选列表链接永久链接http://dx.doi.org/10.1080/14697017.2010.524655

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