LITERATURE REVIEW
Survival and success of organisation depend on adaptability, invention and flexibility, demanding continuous organisational changes. (Nesterkin, 2013: 574) The process of changes carried out in several ways including how the change is planned, launched or implemented and outcome expectation. The aims of this is either to familiarise with environment or increase the performance by improving productivity. The success of change lays on how organisation manage the change at all levels of the organisation. Yilmaz, (2013:119) argues that 70% organisation change fails and almost two-thirds of organisation fail during the change. Kickert (2013:694) makes several contributions to the literature on organisation …show more content…
John Kotter model (1995: Appelbaum et al., 2012: 765) first to be published and continued the key reference in the field of organisation change. He proposed eight component in which he attempts to highlight the value of each in transforming organisation changes. In comparison Lewin approach to change suggests analysing change which “field force analysis that provides vision summary of change that includes change factors and resistance factors, while Kotter’s step of each cannot be skipped enable individual needs into consideration. (Brisson-Bank, 2010:245) The diagnosis models are used in planning action in term of when information gathered for interpretation. (Ramanathan, 2009:342) Often more search are carried out to identify changes particularly to overcome, so changes can be implemented. 7s diagnoses model by McKiney 1980s provides seven interconnected elements used to obtain inclusive view of the organisation …show more content…
(Belhoste and Monin, 2013: 1532) He describes culture as second nature in which he also defines as collective programme of mind. Hofstede is the most cited author, despite his dimension conducted how values in workplace influenced by culture, yet the values that distinguished over 70 countries. Although each dimension clarifies how each society’s deals the same situation differently. For instance chines culture are seen as collective society which implies high rate of loyalty and pride toward their family, employees and organisation, while UK and USA are high individualism society and are high in task-orientated. In fact Hofstede made a clear warranting on how his dimension do not make sense at the individuals and organisation level, in which they are used to resolve basic problems that all societies have. (Minkoy and Hosfted 2011:13) Fons Trompenaars, on the other, introduced seven dimension based on Hofstede work.( Bharadwaj,2014: 176) He defines culture as the ways group solves its problems, although his perspective of culture lays on how international companies tend to regulate their management function. This is because globalisation, which impose companies don’t not manage employee’s culture difference. Appropriate management required as certain ways of management are unappropriated to certain culture and
Survival and success of organisation depend on adaptability, invention and flexibility, demanding continuous organisational changes. (Nesterkin, 2013: 574) The process of changes carried out in several ways including how the change is planned, launched or implemented and outcome expectation. The aims of this is either to familiarise with environment or increase the performance by improving productivity. The success of change lays on how organisation manage the change at all levels of the organisation. Yilmaz, (2013:119) argues that 70% organisation change fails and almost two-thirds of organisation fail during the change. Kickert (2013:694) makes several contributions to the literature on organisation …show more content…
John Kotter model (1995: Appelbaum et al., 2012: 765) first to be published and continued the key reference in the field of organisation change. He proposed eight component in which he attempts to highlight the value of each in transforming organisation changes. In comparison Lewin approach to change suggests analysing change which “field force analysis that provides vision summary of change that includes change factors and resistance factors, while Kotter’s step of each cannot be skipped enable individual needs into consideration. (Brisson-Bank, 2010:245) The diagnosis models are used in planning action in term of when information gathered for interpretation. (Ramanathan, 2009:342) Often more search are carried out to identify changes particularly to overcome, so changes can be implemented. 7s diagnoses model by McKiney 1980s provides seven interconnected elements used to obtain inclusive view of the organisation …show more content…
(Belhoste and Monin, 2013: 1532) He describes culture as second nature in which he also defines as collective programme of mind. Hofstede is the most cited author, despite his dimension conducted how values in workplace influenced by culture, yet the values that distinguished over 70 countries. Although each dimension clarifies how each society’s deals the same situation differently. For instance chines culture are seen as collective society which implies high rate of loyalty and pride toward their family, employees and organisation, while UK and USA are high individualism society and are high in task-orientated. In fact Hofstede made a clear warranting on how his dimension do not make sense at the individuals and organisation level, in which they are used to resolve basic problems that all societies have. (Minkoy and Hosfted 2011:13) Fons Trompenaars, on the other, introduced seven dimension based on Hofstede work.( Bharadwaj,2014: 176) He defines culture as the ways group solves its problems, although his perspective of culture lays on how international companies tend to regulate their management function. This is because globalisation, which impose companies don’t not manage employee’s culture difference. Appropriate management required as certain ways of management are unappropriated to certain culture and