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The two dimensions of organizational change

The two dimensions of organizational change Too many organizational change projects fail because they fail to address the people aspect. Employees dont buy in to the changed organization and performance suffers as a result. Here, Bill McCarthy of human capital consultants Penna, addresses six common reasons why organizational change fails and suggests an approach that focuses on people within a before, during and after timeframe. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Strategic HR Review Emerald Publishing

The two dimensions of organizational change

Strategic HR Review , Volume 4 (1): 4 – Nov 1, 2004

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Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
1475-4398
DOI
10.1108/14754390480000576
Publisher site
See Article on Publisher Site

Abstract

Too many organizational change projects fail because they fail to address the people aspect. Employees dont buy in to the changed organization and performance suffers as a result. Here, Bill McCarthy of human capital consultants Penna, addresses six common reasons why organizational change fails and suggests an approach that focuses on people within a before, during and after timeframe.

Journal

Strategic HR ReviewEmerald Publishing

Published: Nov 1, 2004

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