Extrait
Table of Contents
1. Summary
2. Introduction
2.1. Backround
2.2. Research question
3. Methods
4. Theory
4.1. Overview - Organizational Development
4.2. The Congruence Model
4.3. The Litwin Burke Model
4.4. Rafferty and Restebog’s approach on change
4.5. Research frontier – Organizational Development
4.6. Innovative Organization
4.6.1. Overview – Innovative Organizations
4.6.2. Innovative Organizations – creation and processes of innovation
4.7. Summary
5. Description
5.1. Decsription of Ericsson
5.2. Description of the change situation
6. Interpretation
6.1. The situation prior to the merger
6.1.1. The Congruence Model – Diagnosis of the situation at Ericsson
6.2. The situation during the merger
6.2.1. The Litwin and Burke Model – the change process at Ericsson
6.2.2. Rafferty and Restebog – the impact of change on the staff at Ericsson
6.4 Interpretation – Conclusion
7. Re-Interpretation
7.1. Re-Interpretation – Innovative Organizations
7.2. Re-Interpretation – Jackson and Carter
7.2.1. Overview Jackson and Carter
7.2.2. Semiotics
7.2.3. Knowledge
7.2.4. Power
8. Conclusion
9. References
9.1. Books
9.2. Articles
9.3. Internet sources
10. List of figures
11. Appendix
11.1. Explanation of terms used
11.2. Interview
11.2.1. Interview questions
11.2.2. Interview with K.A. A., 17.11.2010
- Citation du texte
- Anna Lena Bischoff (Auteur)L. Sällström (Auteur)P. Trimborn (Auteur), 2010, Change and Renewal - Organizational Development, Munich, GRIN Verlag, https://www.grin.com/document/163017
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