Cracking The Code of Change  

Oleh:

Nohria, Nittin ; Beer, Michael

Jenis: Article from Bulletin/Magazine - ilmiah internasional
Dalam koleksi: Harvard Business Review bisa di lihat di link (http://web.b.ebscohost.com/ehost/command/detail?sid=f227f0b4-7315-44a4-a7f7-a7cd8cbad80b%40sessionmgr114&vid=12&hid=105&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=bth&jid=HBR) vol. 78 no. 3 (2000), page 133-144.
Topik: cracking; change management; compensation; corporate culture; corporate governance; employee empowerment; human behaviour; human resources management; leadership; management philosophy; management styles

Ketersediaan

Perpustakaan Pusat (Semanggi) Nomor Panggil: HH10.15 Non-tandon: 1 (dapat dipinjam: 0) Tandon: tidak ada

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Today's fast - paced economy demands that businesses change or die. But few companies manage corporate transformations as well as they would like. The brutal fact is that about 70 % of all change initiatives fail. In this article, authors Michael Beer and Nitin Nohria describe two archetypes - or theories - of corporate transformation that may help executives crack the code of change. Theory E is change based on economic value: shareholder value is the only legitimate measure of success, and change often involves heavy use of economic incentives, layoffs, downsizing, and restructuring. Theory O is change based on organizational capability : the goal is to build and strengthen corporate culture. Most companies focus purely on one theory or the other, or haphazardly use a mix of both, the authors say. Combining E and O is directionally correct, they contend, but it requires a careful, conscious integration plan. Beer and Nohria present the examples of two companies, Scott Paper and Champion International, that used a purely E or purely O strategy to create change - and met with limited levels of success. They contrast those corporate transformations with that of UK - based retailer ASDA, which has successfully embraced the paradox between the opposing theories of change and integrated E and O. The lesson from ASDA ? To thrive and adapt in the new economy, companies must make sure the E and O theories of business change are in sync at their own organizations.

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