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Critical Factors in Organizational Change Driving Organizational Change Leena Nair & Ankush Punj Measuring Organizational Culture and change Rajeev Kumar Management of Change: Critical Factors Tarun Sheth Organizational Change: The Formidable XI Rajiv Dubey Communication Effectiveness, Justice Perceptions and Emplayee Commitment during Organizational Change Ranjeet Nambudiri Managing People in Mergers and Acquisitions D Prasanth Nair HR: An Evolving Function D Harish One Reason for Failure of Change Intervention PVR Murthy IPO-a Powerful Intervention in Organizational Change Ravi Virmani Case Studies of Organizational Change From a Sapling to a Forest Udai Pareek and TV Rao Challenge of Managing Organizational Preparedness - ICICI Book Reviews K Ram Kumar Bringing About Organizational Change - Philips India Vineet Kaul Organizational Change - Maruti Suzuki S Y Siddique It Will Be Done, I Have to Do It: A Story of PCBL Ashok Goyal www.nationalhrd.org
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NHRD Journal Organizational Change
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S.no Title of the Article Author Pa
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ORGANIZATIONAL CHANGE INDIRA J PARI
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give subtle shape to the organizati
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to be tempered by a sense of humor,
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Although the result did not spell o
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the Project Sponsor to engage the C
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• Consultative - The target popul
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Now they are confronted with change
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A living system can never be direct
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ut in absence of formal process of
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Higgs, M. and Rowland, D. (2005),
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• Organization Structure Rigid hi
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magnitude of the programme, you can
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• In only about 10% of the school
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memorization, the focus of the teac
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HOW HR CAN IGNITE 'HOT SPOTS' YOGI
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pointed the prerequisites of change
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BRINGING CHANGE TO THE CHANGE AGENT
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were low, people lived simply and s
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'People Academy' that seeks to fost
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DEFINING CHANGE AGENTS SANDEEP K. K
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human resource process like leaders
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References Chris Argyris, Initiatin
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needs to tell a trained nurse about
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esponse to changes in the external
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THE ENDURING SKILLS OF CHANGE LEADE
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left to resolve tensions, answer qu
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neglected step in the change proces
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enefits of the long march are lost,
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To address the challenge of executi
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very capable people; but the organi
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DRIVING ORGANIZATIONAL CHANGE LEENA
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change, preparing the leadership an
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However the good news is that the a
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Organizational Culture and Sub-Cult
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References Ashkanasy, N. M., Broadf
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• Finance and Accounts • Techni
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and gives the freedom to fail. Chan
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therefore shift gear and venture in
Page 81 and 82: COMMUNICATION EFFECTIVENESS, JUSTIC
Page 83 and 84: interactional justice focused on th
Page 85 and 86: and in a manner that is perceived a
Page 87 and 88: the merger, in whichever form has a
Page 89 and 90: is high, implying that there would
Page 91 and 92: • Successful integration approach
Page 93 and 94: management and the labor leaders to
Page 95 and 96: ONE REASON FOR FAILURE OF CHANGE IN
Page 97 and 98: IPO: A POWERFUL INTERVENTION IN ORG
Page 99 and 100: In expectation of such a reaction,
Page 101 and 102: system was designed, requiring mana
Page 103 and 104: Then the system was recommended for
Page 105 and 106: Newsletters used to be published an
Page 107 and 108: CHALLENGE OF MANAGING ORGANIZATIONA
Page 109 and 110: productive deployment of raw talent
Page 111 and 112: Conclusion There is a broad agreeme
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Page 115 and 116: and regional development programs.
Page 117 and 118: ORGANIZATIONAL CHANGE-MARUTI SUZUKI
Page 119 and 120: in the HR thinking, approach and th
Page 121 and 122: • Cross Functional Teams (CFTs) o
Page 123 and 124: i. Technology • Plant location
Page 125 and 126: consolidates in a short period of f
Page 127 and 128: PBIT (Rs in crores.) The Company ha
Page 129 and 130: concepts in an organizational conte
Page 131: APPEAL TO CONTRIBUTORS The National
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