TAILIEUCHUNG - Bài giảng Leading Change

After studying this chapter, you will be able to: Define change and explain the forces for change Describe types of change and explain the change process Summarize the reasons for resistance to change and possible solutions Present the leadership practices necessary to implement change, including the importance of vision Highlight the organization characteristics that support change | NGHỆ THUẬT LÃNH ĐẠO MSMH: NS301DV01 Chapter 5: Leading Change Purpose After studying this chapter, you will be able to: Define change and explain the forces for change Describe types of change and explain the change process Summarize the reasons for resistance to change and possible solutions Present the leadership practices necessary to implement change, including the importance of vision Highlight the organization characteristics that support change Content Forces for change Types and process of change Resistance to change and solutions Leading change Creativity and improvisation Changing how organizations approach change Chapter 5 Forces for Change Change and Innovation Change is the transformation or adaptation to a new way of doing things. Innovation is the use of resources and skills to create an idea, product, process, or service that is new to the organization or its shareholders. Targets of Change Forces for Change Forces for change are both external (in the environment) and internal. Changes in the environment include factors such as social trends, cultural and demographic changes, political shifts, the economy, and technological advances. Force for change inside organizations is the performance gap – the difference between expected and actual performance, the new leadership at any level. Forces for Change Chapter 5 Culture and Change Culture and Change As pressure for change increases from inside and outside of organizations, not all leaders react and respond the same way. Some perceive the pressure as a threat; others see it as an opportunity. One factor that determines the way leaders and their followers perceive pressures for change is culture, both at the national and organizational levels. Culture and Change In cultures where people do not easily tolerate uncertainty and ambiguity, pressure for change is seen as a threat, and is either ignored or carefully planned and managed. In cultures where change is tolerated and perceived as an .

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