Current organizational change literature points to the continuing high rate of failure for transformational change efforts in organizations. Mergers, acquisitions, global competition, and new technology are driv-ing forces that demand rapid transformational changes if organizations are to survive in an environment of discontinuous change. Therefore, man-agement, scholars, and consultants continue to seek a more effective approach to transforming organizations. This article presents a compari-son of prominent change theories that have been proposed in the disci-plines of organizational development, organizational learning, adult learning, and psychological development. The theories have been catego-rized into two groups: transformative learn...
New aspects of human resource management and organizational behavior have emerged in recent years. A...
Graduation date: 1994The need for organizational transformation is a response to a larger\ud paradig...
More than two thirds of all change processes in organizations fail to achieve their intended results...
Given the broad spectrum of life experience as we reach adulthood, our learning histories, abilities...
Businesses, organizations, and government agencies have invested heavily in employee training. The A...
This paper considers that change in organizations is linked with change in people and that there are...
The authors employed a longitudinal in-depth action research method to explore the implementation of...
Abstract: In any environment, group dynamics would exist. How we deal with it in a competitive work ...
Although transformative learning theory remains one of the most influential theories in the field of...
Current research efforts ignore the potential of capacities (Ulrich and Lake; 1991) to link compleme...
This study discusses the concept of transforming training as a unique management system. It also tra...
Nowadays, in our fast moving business world companies have to adapt changes as fast as it is possibl...
In any environment, group dynamics would exist. How we deal with it in a competitive work environmen...
The article presents an explorative study on the links between learning behavior and change orientat...
Tremendous forces for change are radically reshaping the world of work. Disruptive innovations, radi...
New aspects of human resource management and organizational behavior have emerged in recent years. A...
Graduation date: 1994The need for organizational transformation is a response to a larger\ud paradig...
More than two thirds of all change processes in organizations fail to achieve their intended results...
Given the broad spectrum of life experience as we reach adulthood, our learning histories, abilities...
Businesses, organizations, and government agencies have invested heavily in employee training. The A...
This paper considers that change in organizations is linked with change in people and that there are...
The authors employed a longitudinal in-depth action research method to explore the implementation of...
Abstract: In any environment, group dynamics would exist. How we deal with it in a competitive work ...
Although transformative learning theory remains one of the most influential theories in the field of...
Current research efforts ignore the potential of capacities (Ulrich and Lake; 1991) to link compleme...
This study discusses the concept of transforming training as a unique management system. It also tra...
Nowadays, in our fast moving business world companies have to adapt changes as fast as it is possibl...
In any environment, group dynamics would exist. How we deal with it in a competitive work environmen...
The article presents an explorative study on the links between learning behavior and change orientat...
Tremendous forces for change are radically reshaping the world of work. Disruptive innovations, radi...
New aspects of human resource management and organizational behavior have emerged in recent years. A...
Graduation date: 1994The need for organizational transformation is a response to a larger\ud paradig...
More than two thirds of all change processes in organizations fail to achieve their intended results...