Organizational Change and Development - Annotated Bibliography Example

Annotated Bibliography on Organizational Change and Development Annotated Bibliography on Organizational Change and Development Cummings, G. Thomas & Worley, G. C. (2014). The practicality and benefits of organizational development and change. Organization Development and Change. New York: Cengage learning This book is written by Cummings and Worley, who are both human resource management officers in different organizations. They, therefore, possess the right knowledge in giving information on the right processes to develop and change organizations. The authors provide a strong theoretical foundation, which makes it possible to describe the behavioral science knowledge that can be used in the development of organizational strategies, structures and processes. In a more practical way, it highlights the practicality of the aspect of organizational development and change and the different ways with which they can be achieved. It will be an insightful resource since it will offer practical guidelines on how the various approaches can be used to ensure that there is organizational development and change. It will act as a relevant market leader that will help the reader to identify most of the strategies related to organizational change and development. Charter Institute of Personnel and Development (CIPD). (2015). Organization Development. Retrieved 10 February 2015 from http://www.cipd.co.uk/hr-topics/organisation development.aspx In this article, the Charter Institute of Personnel and Development or CIPD provides an elaborate definition and description of what organizational development and change involves. This body has the relevant information on organizational development and change since it is the charter institute that deals with personnel and development. It provides a lot of information that concerns the processes and procedures involved in the development and change of an organization. In this sense, it also provides the parties who are mostly included in the areas of organizational change. Thus, a lot of information is provided in relation to the kind of design that is suitable for the organization. With this, it will be helpful in determining what kinds of environments are necessary in making the development and change in any organization effective. Ultimately, it will be beneficial as it will help to reorganize, restructure, and use the tools of organization, techniques and diagnostics to effect change. Yaeger, F. Therese, & Sorensen, F. Peter. (2009). Strategic organization development: managing change for success. Charlotte, N.C.: Information Age Pub. The book offers both the new and the old strategies and models that are used in organizational development. The authors are highly sufficient in areas that deal with how to work with the different models to achieve organizational development. They discuss some of the pertinent issues and difficulties as well as the best ways to solve some of these problems. These include the efficient management of the process that involves change. In this sense, the contribute to the greater sense of more sharing and discussions that help people to understand the varied complexities and learn to deal with them in the most appropriate ways. Polites, Greta L., & Karahanna, Elena. (2013). The embeddedness of information systems habits in organizational and individual level routines: development and disruption. MIS Quarterly., Vol. 37 (1), p221-246 Greta and Karahanna incorporate the element of information system habits in ensuring that there is development and change within the environment. They are in a better position to write the article since both of them have an experience in leading organizations. In the article, they emphasize on the need to understand the way that these habits develop and operate within the context of the organizations. As such, it will be of great help in helping to link the aspects of information technology on the need to bring about sufficient development and change in any organization. This is with great particularity to the management of information resources. Although they indicate that the way that the information systems influence organizations is still limited, they are still vital elements. Haines, Marc N., & Rothenberger, Marcus A. (2010). How a Service-Oriented Architecture May Change the Software Development Process. Communications of the ACM. Vol. 53 (8), p135-140 It is also another article that uses technological developments to illustrate how organizations can be developed and changed. In particular, the author highlights the use of different software. The author is a qualified information technology expert who is well versed with the process of coming up with various designs and architectural technologies to created change within the organization. Thus, the article will be useful in the sense that it will provide a lot of information on how the software can be changed, designed and adjusted to ensure that the best practices that help to achieve organizational change are used. A number of computer network technologies have been used to achieve this. Chatman, Jennifer. (2014). Culture Change at Genentech: accelerating strategic and financial accomplishments. California Management Review. Vol. 56 (2), p113-129. Chatman illustrates how culture change can be a great influence in the development and change within the organization. With a large amount of expertise and skills, she offers a real example of the Genentech Company. She is an expert in matters that deal with strategy and other financial fulfillments within the organizations. She provides a case study to reveal how the element of culture change within the particular organization made it possible to accelerate the strategic and financial accomplishments. As such, the article will be a major insight on how a slight change in the culture of the organization can help the organization to accomplish a number of its financial objectives. Practically it can be compared to the case of Genentech Company to assist in developing the right approaches. Johnson, Jeffrey V., Riel, Rosemary F., Ogbolu, Yolanda, Moen, Marik, Brenner, Anne, Iwu, Emilia. (2014). Organizational Learning and the Development of Global Health Educational Capabilities: Critical Reflections on a Decade of Practice. Journal of Law, Medicine & Ethics. Vol. 42, p50-59 The issue of organizational change and development is best tackled in this article. The authors are well placed to provide this information since he deals with the management of personnel among other resources in a university setup. They provide the relevant theories for organizational learning and its development. With this, they provide the relevant organizational change processes that can be related to the learning institutions. The article will be useful in this research since it bears a wide field of activities to relate to. It does not only provide the example of a university but also a health institution. Therefore, a lot of information can be gained on what the right approaches and strategies are in providing organizational developments and changes within different organizational setups. Rana, Sheetal, Baumgardner, Briana, Germanic, Ofir, Graff, Randy, Korum, Kathy, Mueller, Megan, Randall, Steve, Simmons, Tim, Stokes, Gina, Xiong, Will, Peterson, Karen Kolb. (2013). From youth worker professional development to organizational change. New Directions for Youth Development. Vol. 2013 (139), p27-57 This is a research that has been conducted on an innovative program that is done by the youth. The authors are highly knowledgeable on the field of organizational growth in relation to the most resourceful individuals in the society. These are the youth. They have conducted research in various fields and discovered that efficient organizational development and change can only take place where the youth are involved. In this respect, a lot of insight will be gained from the article in the sense that the activities of the ongoing youth worker professional development program can be used and applied in the different areas of the organizational setup to ensure that the transition that involves changes and development are made in the right way. The transitions that are made in the group can be appropriately used in the development of a wide range of fields. Kung, Kao-Hui, Ho, Chin-Fu, Hung, Wei-His, & Wu, Chuan-Chun. (2015). Organizational adaptation for using PLM systems: Group dynamism and management involvement. Industrial Marketing Management. Vol. 44, p83-97 Kung, Ho, Wei-His and Wu talk about an extremely unique aspect of organizational development and change. Majorly, they focus on the product that is offered by any company or organization. They are the best source of this information as they have served in the human resource position in a wide variety of companies that produce goods and services. In this regard, they reveal that one of the most important aspects of organizational change and development is the development of new products. It is considered so since the product has to run through a series of both internal and external disruptions because the nature of the development process is tiring and hectic. With this, the research will acquire vital information on how to deal with some of the major challenges that are posed during the organizational development process. It provides assurance that although there are presented challenges, they can still be overcome for a successful process. Ahearne, Michael, Lam, Son K, Mathieu, John E, Bolander, Willy. (2010). Why Are Some Salespeople Better at Adapting to Organizational Change? Journal of Marketing. Vol. 74 (3): p65-79 This article is a result of an empirical study that is performed at determining why some individuals and companies are more successful at implementing organizational change. The main focus is on the salespeople whose efforts in marketing are the key influences of most of the developments and changes within the organization. In the same sense of development and change, the authors discuss the element of goals and targets. For this reason, it provides knowledge on some of the basic elements that organizations need to consider so as to change and develop their different areas.. Parry, Warren, Kirsch, Christina, Carey, Paul, Shaw, Doug. (2014). Empirical Development of a Model of Performance Drivers in Organizational Change Projects. Journal of Change Management. Vol. 14 (1): p99-125 This is an investigative article that finds out some of the technological developments that can be used to handle most of the projects that deal with organizational change. The authors are expert researchers who are in a position to identify the relevant drivers towards organizational changes. They highlight a major research that was performed to analyze the influence that the particular model of performance drivers had on the organizational change project. With this, the article will help to reveal that not all of the organizational change projects work successfully. It supports the evidence that this may be as a result of the kind of performance driver that is applied by the management at the organization. Anderson, L. Donald. (2011). Cases and Exercises in Organization Development & Change. New York: Sage Publications Anderson uses the content of this book to help students handle a number of cases and exercises on organizational development and change. He is a tutor who is able to understand that various challenges that face the goal to develop and change organizations exist. It is thus a comprehensive collection of exercises and cases that make it possible for students to practice the varied forms of organizational development. It provides great insight as it is practical and provides actual scenarios. With this, it shows how students can attain the necessary skills and knowledge while at the same time they learn about the theories that are involved in organizational change and human behavior. It is a practical solution especially for those students who are focused on gaining skill on human resource management. As such, it shows how students can do more practice and become more competent in the area of organizational development and change. References Ahearne, Michael, Lam, Son K, Mathieu, John E, Bolander, Willy. (2010). Why Are Some Salespeople Better at Adapting to Organizational Change? Journal of Marketing. Vol. 74 (3): p65-79. Anderson, L. Donald. (2011). Cases and Exercises in Organization Development & Change. New York: Sage Publications Charter Institute of Personnel and Development (CIPD). (2015). Organization Development. Retrieved 10 February 2015 from http://www.cipd.co.uk/hr-topics/organisation development.aspx Chatman, Jennifer. (2014). Culture Change at Genentech: accelerating strategic and financial accomplishments. California Management Review. Vol. 56 (2), p113-129. Cummings, G. Thomas & Worley, G. C. (2014). The practicality and benefits of organizational development and change. Organization Development and Change. New York: Cengage learning. Haines, Marc N., & Rothenberger, Marcus A. (2010). How a Service-Oriented Architecture May Change the Software Development Process. Communications of the ACM. Vol. 53 (8), p135-140. Johnson, Jeffrey V., Riel, Rosemary F., Ogbolu, Yolanda, Moen, Marik, Brenner, Anne, Iwu, Emilia. (2014). Organizational Learning and the Development of Global Health Educational Capabilities: Critical Reflections on a Decade of Practice. Journal of Law, Medicine & Ethics. Vol. 42, p50-59 Kung, Kao-Hui, Ho, Chin-Fu, Hung, Wei-His, & Wu, Chuan-Chun. (2015). Organizational adaptation for using PLM systems: Group dynamism and management involvement. Industrial Marketing Management. Vol. 44, p83-97. Parry, Warren, Kirsch, Christina, Carey, Paul, Shaw, Doug. (2014). Empirical Development of a Model of Performance Drivers in Organizational Change Projects. Journal of Change Management. Vol. 14 (1): p99-125. Polites, Greta L., & Karahanna, Elena. (2013). The embeddedness of information systems habits in organizational and individual level routines: development and disruption. MIS Quarterly., Vol. 37 (1), p221-246. Rana, Sheetal, Baumgardner, Briana, Germanic, Ofir, Graff, Randy, Korum, Kathy, Mueller, Megan, Randall, Steve, Simmons, Tim, Stokes, Gina, Xiong, Will, Peterson, Karen Kolb. (2013). From youth worker professional development to organizational change. New Directions for Youth Development. Vol. 2013 (139), p27-57. Yaeger, F. Therese, & Sorensen, F. Peter. (2009). Strategic organization development: managing change for success. Charlotte, N.C.: Information Age Pub. Read More