yes it is possible but how is it possible. It is imperative topic of discussion and my view it is an alteration in the working system and working climate.Its the transformation in to the new vision ,mission ,goal and objective to the system and movement towards a new design , new mechanism so as to the transformation of the functional design of the organization.
HOW IS IT POSSIBLE ANY IDEA:-----
successful Change commonsense Digging deeper into why change programs fail reveals that the vast majority stumble on precisely the thing they are trying to transform: employee attitudes and management behavior (versus other possible sources such inadequate budget, poorly deployed resources and poor change
architecture).Literally thousands of prescriptions are put forward in various change management publications regarding how to influence employee attitudes and management behavior. However, the vast majority of the thinking is remarkably similar. Colin Price and Emily Lawson provided a holistic perspective in their 2003 article, The Psychology of Change Management, that suggests that four basic conditions have to be met before employees will change their behavioral. A compelling story: They must see the point of the change and agree with it, at least enough to give it a try B. Role modeling: They must also see colleagues they admire modeling the desired behavior Reinforcement systems: Surrounding structures, systems, processes and incentives must be in tune with the new behavior The skills required for change: They need to have the skills to do what is required of them. This prescription is well grounded in the field of psychology and is ntirely rational. Putting all four of these conditions in place as a part of a dynamic process greatly improves the chances of bringing about lasting changes in the mindsets and behaviors of people in an organization—and thus achieves sustained improvements in business performance.
HOW IS IT POSSIBLE FOR IBM
HURDLES AND CHALLENGES:------
Changing mindsets and attitudes
Corporate culture
Complexity is underestimated
Shortage of resources
Lack of commitment of higher management
Lack of change know how
Lack of transparency because of missing or
wrong information
Lack of motivation of involved employees
Change of process
Change of IT systems
Technology barriers
HOW THEY ACHIEVED IT
Top management sponsorship
Employee involvement
Honest and timely communication
Corporate culture that motivates and
promotes change
Change agents (pioneers of change)
Change supported by culture
Efficient training programs
Adjustment of performance measures
Efficient organization structure
Monetary and non-monetary incentives
This is the way the change management is possible which leads to flexibility in the organization....
HOW IS IT POSSIBLE ANY IDEA:-----
successful Change commonsense Digging deeper into why change programs fail reveals that the vast majority stumble on precisely the thing they are trying to transform: employee attitudes and management behavior (versus other possible sources such inadequate budget, poorly deployed resources and poor change
architecture).Literally thousands of prescriptions are put forward in various change management publications regarding how to influence employee attitudes and management behavior. However, the vast majority of the thinking is remarkably similar. Colin Price and Emily Lawson provided a holistic perspective in their 2003 article, The Psychology of Change Management, that suggests that four basic conditions have to be met before employees will change their behavioral. A compelling story: They must see the point of the change and agree with it, at least enough to give it a try B. Role modeling: They must also see colleagues they admire modeling the desired behavior Reinforcement systems: Surrounding structures, systems, processes and incentives must be in tune with the new behavior The skills required for change: They need to have the skills to do what is required of them. This prescription is well grounded in the field of psychology and is ntirely rational. Putting all four of these conditions in place as a part of a dynamic process greatly improves the chances of bringing about lasting changes in the mindsets and behaviors of people in an organization—and thus achieves sustained improvements in business performance.
HOW IS IT POSSIBLE FOR IBM
HURDLES AND CHALLENGES:------
Changing mindsets and attitudes
Corporate culture
Complexity is underestimated
Shortage of resources
Lack of commitment of higher management
Lack of change know how
Lack of transparency because of missing or
wrong information
Lack of motivation of involved employees
Change of process
Change of IT systems
Technology barriers
HOW THEY ACHIEVED IT
Employee involvement
Honest and timely communication
Corporate culture that motivates and
promotes change
Change agents (pioneers of change)
Change supported by culture
Efficient training programs
Adjustment of performance measures
Efficient organization structure
Monetary and non-monetary incentives
This is the way the change management is possible which leads to flexibility in the organization....
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