组织变革框架:为个人和组织导航变革
Freddy Juarez1, Jarred Pernier1, Brittany Devies1
1Fraternity and Sorority Life, Florida State University, Tallahassee, Florida, USA.
New directions for student leadership
|June 4, 2025
概括
这一框架通过整合设计思维和基础领导和组织健康 (FLOW) 模型来促进组织变革和成功. 它使用以人为中心,代的过程,以获得更好的结果.
科学领域:
- 组织心理学 组织心理学
- 管理科学 管理科学
- 商业战略 商业战略
背景情况:
- 现有的组织变革框架往往缺乏整体,以人为中心的方法.
- 基础领导和组织健康 (FLOW) 模型为员工福祉和领导效率提供了基础.
- 整合设计思维原则为管理变革提供了新的视角.
研究的目的:
- 介绍和详细介绍一个新的组织变革框架的组件.
- 探索这个框架与基础领导和组织健康 (FLOW) 模型的整合.
- 突出框架在实现组织变革和成功方面的实用性.
主要方法:
- 这篇文章概述了六个组成部分的过程:收集信息,连接点,创建结构,执行计划,评估结构和增强社区.
- 它强调在整个变革过程中应用设计思维原则.
- 研究了组织变革框架与FLOW模型之间的联系.
主要成果:
- 组织变革框架为管理变革提供了一个结构化,代的方法.
- 与FLOW模型的整合增强了对领导力和组织健康的关注.
- 该框架以人为中心的设计和增长思维方式促进了可持续的组织成功.
结论:
- 拟议的组织变革框架提供了一个全面的方法来推动成功的组织转型.
- 它与FLOW模型的协同作用促进了平衡的变革方法,同时考虑了绩效和幸福感.
- 这种以人为中心的,代模式的定位是为了提高组织成功超越传统的框架.
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