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Searching for effective change interventions for the transformation into a high performance organization

机译：寻找有效的变革干预措施，以实现向高性能组织的转变

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Purpose - In recent years, the concept of the high-performance organization (HPO) has gained interest among organizations seeking to outperform their competitors and ensure business continuance. However, despite an increasing number of studies on high performance, the literature still does not present a clear organizational change approach with change interventions that effectively transform "ordinary organizations" into HPOs. This study aims to fill this gap in the literature by identifying change interventions that have proven themselves in practice, i.e. they actually increase commitment of managers and employees to the HPO transformation process. Design/methodology/approach - This study consists of developing a theoretical HPO change approach based on the change model of Whelan-Berry and Somerville (2010), followed by testing and applying the resulting 21 change interventions at a case company going through an HPO transformation. Findings - The research results show that 75 per cent of the applied change interventions were either effective or very effective. Also, 25 per cent of the interventions were not very effective; most of these were individual-oriented. Research limitations/implications - The change interventions with positive outcomes in this study can be applied by organizations during the HPO transformation. Future research should be performed in multiple industries and countries to investigate whether industry and country factors affect the effectiveness of change interventions. Originality/value - Although much has been written about approaches for organizational change interventions, no change interventions specifically for creating an HPO are mentioned in the literature. Thus, the relevance of this study is that it constitutes the first step toward filling the gap in current literature on effective change interventions. This study provides a set of effective change interventions that drive successful HPO transformations.
机译：目的-近年来，高性能组织（HPO）的概念在寻求超越竞争对手并确保业务连续性的组织中引起了人们的兴趣。但是，尽管对高性能的研究越来越多，但是文献仍然没有提出一种清晰的组织变革方法，其变革干预措施无法有效地将“普通组织”转变为HPO。这项研究旨在通过确定在实践中证明自己的变革干预措施来填补文献中的空白，即他们实际上增加了经理和员工对HPO转型过程的投入。设计/方法/方法-这项研究包括根据Whelan-Berry和Somerville（2010）的变更模型开发理论上的HPO变更方法，然后在案例公司通过HPO转换进行测试和应用所得的21种变更干预措施。结果-研究结果表明，应用的变更干预措施中有75％是有效的或非常有效的。另外，有25％的干预措施效果不佳；其中大多数是面向个人的。研究的局限性/意义-在HPO转型期间，组织可以应用本研究中具有积极成果的变更干预措施。未来的研究应该在多个行业和国家中进行，以调查行业和国家因素是否影响变更干预措施的有效性。原创性/价值-尽管已经有很多关于组织变革干预方法的文章，但是在文献中没有提及专门用于创建HPO的变革干预措施。因此，这项研究的相关性在于，它是填补当前有关有效变革干预措施文献空白的第一步。这项研究提供了一组有效的变革干预措施，可以推动HPO成功转型。

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