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Organizational Change and Development in Public Sector
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Rewrite Edition April 6, 2012
Organizational Change and Development in the Public Sector
One of the most challenging aspects of organizational change is defining a compelling enough vision for associates and employees to concentrate on so they see the value of changing how they work and why. Empirically-based studies indicate that transformational leaders are the most effective at clearly defining and executing a compelling vision that leads to long-term change in an organization (Pardo-del-Val, Martinez-Fuentes, Roig-Dobon, 2012). The following proposal for a capstone project focuses on the qualitative factors that contribute the most to successful change management strategies that lead to long-term, permanent change occurring throughout an enterprise. Transformational leadership is essential for the development of an organizational culture that values long-term learning, which is the foundation of long-term productivity gains in an enterprise (Pardo-del-Val, Martinez-Fuentes,...
Empirical studies have shown that when an organizational structure is designed to provide associates with autonomy in their jobs, mastery of specific tasks, and purpose in their work (September, McCarrey, Baranowsky, et. al., 2001) job satisfaction and long-term learning improve significantly over time. From these studies, it is clear that the attributes of autonomy, mastery and purpose are essential for long-term change management strategies to succeed.
Research Proposal for Capstone Project
Research Questions: What are the key success factors that must be included in change management strategies so that scalable, permanent foundations of long-term learning and organizational development are created?
The primary objective of this study is to determine the key success factors for implementing a successful change management program in the public sector. Empirically-based research indicates that the four factors of accountability, continual improvement, measurement and visibility are essential for lasting change to occur in…
Methodology
Research Method
Change management is inherently qualitative in nature as it is often an internalized aspect of behavior in organizations (September, McCarrey, Baranowsky, et. al., 2001). Translating these inherently qualitative aspects of organizational behavior into quantitative measures of performance requires a research method that captures the quantitative, external perceptions and actions of respondents throughout an organization. The research method is therefore predicated on attitudinal measures of perception and performance. The research method therefore includes the research design based on random sampling and Likert scaling to quantify attitudinal
Welcome any and all suggestions [...] 4. Decide together on the best solution. Seek consensus in doing this" (Bruce and Pepitone, 1998) The solution presented above has the direct benefit of involving the employees in the decision making process. This will make them feel that they are valuable assets for the organization and will increase their morale. However, to ensure that the staff members increase their performances as well, the leaders
The organizational change theory which best fits the organizational development and change of military organization is the "Teleological Change Theory." The top management and the leadership of the military realized the need for constant changes and realized the necessity of change in the organizational structures. The individual managers, the Generals in this case, have been instrumental in bringing about this change. Internal decision making and structures are more affected by
Organizational Change in the Public Sector This research proposal explores the feasibility of management in the public Sector as an organizational paradigm and new model in organizational development. The literature review reviews numerous journal articles that explore on the key concepts of change management strategies from a public sector project management perspective. The authors suggest that employee's participation, effective feedback across the board, and empowerment of subordinate staffs is a major
It relies on the vision of the state you choose to subscribe and it depends upon the costs and benefits of a few highly imperfect social institutions: market trends and the public sector. (Bovaird, Loffler, 2003, p. 25) The public sector is a ubiquitous social institution having grown in size and complexity within the last fifty years. Nevertheless, this is a linear development. Whereas the development belonging to the
Public Sector Unions Public-Sector Unions in United States HISTORY OF PUBLIC SECTOR UNIONS COSTS OF PUBLIC SECTOR UNIONS OVER THEIR BENEFITS DEMOGRAPHICS OF LABOR IN AMERICA EDGE OF PUBLIC-SECTOR UNIONS OVER PRIVATE ONES THE HIDDEN COSTS OF PUBLIC UNIONS THE DISTORTION OF DEMOCRATIC POLITICS STATE UNIONS VS. FEDERAL UNIONS THE FUTURE OF PUBLIC SECTOR UNIONIZATION HISTORY OF PUBLIC SECTOR UNIONS Labor unions are seen as the representatives of the labor employed in our industries and are known as the advocates of
Retrieved at http://unpan1.un.org/intradoc/groups/public/documents/EROPA/UNPAN014284.pdf. Accessed on 30 May, 2005 Pearson Des. 2000. "Contemporary Issues in Public Sector Accountability: New Challenges for Accountability." 22 January. Retrieved at http://www.audit.wa.gov.au/pubs/ipaa23022000.html. Accessed on 30 May, 2005 Setting the Course: Integrating Conformance with Performance." 2000. September, 7. Retrieved at http://www.ag.gov.au/agd/WWW/attorneygeneralHome.nsf/Page/Speeches_2000_Speeches_Setting_the_Course:_Integrating_Conformance_with_PerformanceAccessed on 30 May, 2005 Sozzani, Joseph "Privatization in the United States and Australia: A Comparative Analysis of the Modern Movement in Corrections." Retrieved at http://www.bond.edu.au/law/blr/vol13-1/Sozzani.pdf. Accessed on 30