Managing change equals personal change

Article Abstract:

Companies must develop and evolve if they are to be successful. This must start on a personal level, with managers and professionals being seen to make permanent changes in their own approaches to business. It is important to consider the personal changes which need to be made, and then to seek assistance in making them. Care must be taken to inform people what is being undertaken, and why.

Methods

---

Developing strategic capacity to respond to climate change

Article Abstract:

Findings of European Union research on the effectiveness of an organization in facing the climate change issue are presented. It is observed that the managerial levels of response and pathways of transformation are important in tackling climate change. A model of change management organizations can use in deciding on which areas to focus on is developed.

United Kingdom, Europe, Models, Prevention, Climatic changes, Climate change, Change management, Report

---

Helping people change roles

Article Abstract:

Organisational change can have a great impact on individuals, and managers must always be sensitive to this. People need assistance in adapting to new roles, and a strong developmental mechanism must be established in order to achieve this. Training and development must be seen as an integral part of the process of change.

Similar abstracts:

• Abstracts: Pan handlers squabble. Mergers reach a new level
• Abstracts: Changing tastes: The adoption of new food choices in post-reform China. Modeling privatization as a firm strategy in transition economies
• Abstracts: Defending the market in Latin America: appreciating Costa Rica's success. The dominance of diversified versus specialized firms across industries
• Abstracts: The cascading of contrast effects on auditors' judgments in multiple client audit environments. Corporate governance, audit quality, and the Sarbanes-Oxley Act: evidence from internal audit outsourcing
• Abstracts: An examination of competing versions of the person-environment fit approach to stress. Changing identities in a changing workplace: Identification, identity enactment, self-verification, and telecommuting

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.