案例研究代写-组织变革中的行为变化理论

从本篇案例研究代写-组织变革中的行为变化理论中了解到,完全集中在与组织变革相关的文献。据观察,它是由大量的工作组成,这些工作使得对行为变化的审查更加容易和方便。达恩顿认为,行为变化理论的巨大变化范围有助于表明,尽管人们有适当的理由去改变行为,但要改变这种行为是极其困难的。心理契约有助于提供一个强有力的框架。它提供了一个事实的理解,即为什么员工有抗拒改变的倾向,如果他们觉得改变对他们不够公平。如果在一般文献下划线,可以提出,行为变化表明,如果管理人员处理这些变化,对变化的抵制是可能的。有时,员工认为新的变化不仅对他们公平,也对整个组织公平,接下来有关案例研究代写-组织变革中的行为变化理论提供给同学们阅读。

The implementation of the various new practices is one of the key elements of the organisations which are changing. According to the evidence, it was suggested that the gains derived from the changes are lost from abandoning the various new practices that are widespread in nature today. The sustenance of change is an absolutely integral component of managing the process of management. The implementation of change is considered to be the main subject of both considerable theories and research. There is only a limited portion of research which was carried out by the issue of sustainability (Burke, 2017). It was argued by Buchanan that the expenditure of the longitudinal research along with the improper perception and idea of stability is considered to be inertia and the absence of responsiveness of the changing environment. All the available evidence has been reviewed and there are mainly eleven factors which are likely to affect sustainability and mostly at the time of addressing these factors there is a tendency to sustain change. These factors were observed to be developed into a model which is tentative in nature and has the tendency to display weighing of these factors with regard to the importance of the sustainability of organisational change and the communication with each other (Kezar, 2011). There are three issues which were observed to have a particular significance in sustaining change. When it comes to the sustenance of change, the substance of the change takes into account the fact that whether the change is central to the organisation and whether it is likely to agree to the stakeholders. Next, the process of implementation takes into account the manner in which change is both managed and carried out. In the end, it takes account the temporality of the duration provided for the change to take place and make a difference along with the inclusion of both the pacing of the events and sequence. It was observed that despite the development of a huge model of sustainability, it is the authors who were expected to continue the stress both interaction or communication. The importance of the factors which are mainly contextual are likely to vary in terms of the unique aspect of each and every organization (Bevan, 2011). Hence, it can be put forth that the projections of sustainability which were made with the guidance of the model of sustaining change require an elaborate knowledge of the organisation along with all the aspects of both internal and the external environment.

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