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- Herausgeber: Business Book Summaries
- Kategorie: Fachliteratur
- Sprache: Englisch
The must-read summary of Edward Lawler III and Christopher Worley's book: "Built to Change: How to Achieve Sustained Organizational Effectiveness".
This complete summary of the ideas from Edward Lawler III and Christopher Worley's book "Built to Change" shows that the most valuable company in today's ever-evolving society is one that can change rapidly. In their book, the authors explain how doing this will allow companies to generate a temporary competitive advantage, exploit that advantage and then move on to something newer and better when everyone else catches up. By reading this summary, you will understand how you can ensure that your company is able to change, allowing you to stay one step ahead of the competition.
Added-value of this summary:
• Save time
• Understand key concepts
• Expand your business knowledge
To learn more, read "Built to Change" and discover how you can create an evolving company to guarantee success.
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Seitenzahl: 35
Veröffentlichungsjahr: 2013
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Book PresentationBuilt To Change by Edward Lawler III and Christopher Worley
Summary of Built To Change (Edward Lawler III and Christopher Worley)
Book PresentationBuilt To Change by Edward Lawler III and Christopher Worley
Book Abstract
MAIN IDEA
At one time, everyone wanted to build stable companies which would endure indefinitely and last for eons. In today’s rapidly evolving business climate, building an organization which can change rapidly is valued more highly. That allows companies to generate a temporary competitive advantage, exploit that advantage to maximum effect and then move on to something newer and better when everyone else catches up.
Traditional organizations are generally built to resist change with a number of various checks and balances, all of which tend to maintain the status quo rather than stimulate change. To build an organization which embraces change as the best way to move forward, you need to do things differently. In particular:
A new organizational model is required.New change-friendly business strategies are needed.Some tangible way to handle the transition from being change-resistant to change-friendly must be available.About the Author
EDWARD LAWLER III is professor of business at the University of Southern California. He is also a founder and director of the university’s Center for Effective Organizations. Dr. Lawler specializes in employee involvement, organizational change, compensation and corporate board effectiveness. He is the author of more than 300 articles and thirty-eight books including Treat People Right!, Rewarding Excellence, Corporate Boards and Organizing for High Performance.
CHRISTOPHER WORLEY is a research scientist at the USC Center for Effective Organizations. He previously served as a director of Pepperdine University’s Master of Science in Organization Development program. Dr. Worley (a graduate of the University of Southern California) consults widely with businesses. He is the author of over twenty articles and two books: Integrated Strategic Change and Organization Development and Change.
The Web site for this book is at www.builttochange.com.
Important Note About This Ebook
This is a summary and not a critique or a review of the book. It does not offer judgment or opinion on the content of the book. This summary may not be organized chapter-wise but is an overview of the main ideas, viewpoints and arguments from the book as a whole. This means that the organization of this summary is not a representation of the book.
Summary of Built To Change (Edward Lawler III and Christopher Worley)
A new organizational model
For an organization to be able to change quickly and repeatedly, it has to be structured differently. This requires an integrated approach where all of the parts work together effectively. The suggested organizational model for a change-friendly organization will be along these lines:
Traditional bureaucratic organizations are unable to change quickly because they are built on a logic that values stability more than change. The new organizational structure shown above reflects a different philosophy. The key components of a change-friendly organizational structure are:
The corporate identity – which lies at the center of the structure. This consists of the organization’s core values, behaviors and beliefs. Identity is central to an organization’s ability and willingness to change because it influences what employees think, what they value and what they are prepared to do. When organizations change, they have to remain true to their identity. If an organization attempts to do something which is outside its identity, the intended changes will be thwarted by the internal constituencies.Environmental scenarios – which describe a range of potential or possible future business conditions and the organization’s response to those different market conditions. Change-friendly organizations try and anticipate what changes may arise in the future and plan how they will best respond to those changes should they actually come to fruition. That way when the first early warning signals arrive, the organization can swing into action rather than getting bogged down in analysis.Organizational Process #1 – Strategizing
