RESULTS AND FINDINGS
Results Finding
McKiney 7s diagnoses model The model offers seven elements that refers to look at the condition of internal relationship within these elements. (Zarei, et al., 2014: 3)The seven element are also divided into two; hard and soft, they are incorporates which hard element suggest factors that organisation might influences directly. Soft element refers to factors that presents the organisation and invisible and founded in the organisation culture side. Soft element are style, staff, shared values and skills, whereas hard elements strategy, structure and system.
Kotter’s 8 steps Kotter eight step, offers effective management of changes where he believes succefull of organisation changes lays on eight principles. …show more content…
As result Babcock will need to present triggers for change with adoption of McKinsey diagnosis model. (Ramanathan, 2009:342) Useful framework that analysis internal relationship of the organisation, concentrates identifying internal factors for changes. Hard element will look at Babcock resources and capacities to its market and its current situation. The soft element difficult to be describe but they are the foundation element of organisation. The model will clearly the gap between for …show more content…
There are worker who resists changes, in fact when individuals social values, lifestyle and beliefs are disrupted. (Edward Hall 1976: Kittler, et al, 2011:65) argued how society from high context communication lays on physical context as relationship more important. They are also see as multitasking society which theses indicates distraction might be seen in the communication.
In contract low context society relying on written communication and familiarising with changes can be difficulty. Bhattacharyya (2013:750) discuss how organisation improves their efficiency or effectives when changes reflects as pattern of shred assumption and passed values, which developed social interaction.
Results Finding
McKiney 7s diagnoses model The model offers seven elements that refers to look at the condition of internal relationship within these elements. (Zarei, et al., 2014: 3)The seven element are also divided into two; hard and soft, they are incorporates which hard element suggest factors that organisation might influences directly. Soft element refers to factors that presents the organisation and invisible and founded in the organisation culture side. Soft element are style, staff, shared values and skills, whereas hard elements strategy, structure and system.
Kotter’s 8 steps Kotter eight step, offers effective management of changes where he believes succefull of organisation changes lays on eight principles. …show more content…
As result Babcock will need to present triggers for change with adoption of McKinsey diagnosis model. (Ramanathan, 2009:342) Useful framework that analysis internal relationship of the organisation, concentrates identifying internal factors for changes. Hard element will look at Babcock resources and capacities to its market and its current situation. The soft element difficult to be describe but they are the foundation element of organisation. The model will clearly the gap between for …show more content…
There are worker who resists changes, in fact when individuals social values, lifestyle and beliefs are disrupted. (Edward Hall 1976: Kittler, et al, 2011:65) argued how society from high context communication lays on physical context as relationship more important. They are also see as multitasking society which theses indicates distraction might be seen in the communication.
In contract low context society relying on written communication and familiarising with changes can be difficulty. Bhattacharyya (2013:750) discuss how organisation improves their efficiency or effectives when changes reflects as pattern of shred assumption and passed values, which developed social interaction.