Ajay_Maheshwari_590_Module_8_Mar15

Ajay_Maheshwari_590_ - Module81 Module8: Module82 Abstract

Info iconThis preview shows pages 1–5. Sign up to view the full content.

View Full Document Right Arrow Icon
Module 8      1 Module8: Organizational Change 
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Module 8      2 Abstract Response to the first question compares the adaptive learning approach where  rules adjust based on the successes or failures associated with past trials and errors  where as Knowledge development approach is the process in which the competencies  from   the   competency   base   of   the   organization   are   coordinated   and   organized.  Response to the second question lists some of the organizational characteristics such  as decentralization, less formalization, greater emphases on quality (versus volume) in  production, and higher levels of training that have been found to be related to high levels  of innovation. Response to third question discusses about Enron’s high-risk deals, some  of which were outside the company's typical asset risk control process and highlight the  dangers involved in undertaking change. Response to the fourth question talks about  the command and control management style that works through extrinsic motivators  such as threats, authority, and even monetary incentives, all of which prevent or even  replace employees’ natural intrinsic motivation that hinders the transformation to a  global business. Response to fifth question discusses how after taking proper measures  to have fast  and accurate  information  sharing ability, Energizer  has boosted each  individual’s productivity.
Background image of page 2
Module 8      3 .
Background image of page 3

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Module 8      4 Module 8 Deliverables Assignments:  Questions Question 1:   Contrast the Adaptive Learning Approach to organizational change  with the Knowledge Development Approach. Response: In the tradition of behavioral research, learning is viewed as a continuous  process of adjustment to changes in contingencies of reinforcement. As experience  about individual contingencies accumulates, routines are developed that allow faster  and faster response to recurrent stimuli, and the learning strategies encoded in these  routines become the foundation for future rule-governed behavior. It is in this sense that  routines   are   the   basis   for   both   organizational   reliability   and   performance,   and  organizations are likely to behave in the future according to routines used in the past  (Nelson & Winter, 1982; Adaptive Learning Approach : “According to the Adaptive Learning perspective of  organizations, organizational choices stem from decision rules that adjust cumulatively  on the basis of the successes or failures associated with past trials and errors (Glynn, 
Background image of page 4
Image of page 5
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 12/08/2011 for the course MBA 520,510,59 taught by Professor Kate during the Spring '11 term at Asian Institute of Management.

Page1 / 12

Ajay_Maheshwari_590_ - Module81 Module8: Module82 Abstract

This preview shows document pages 1 - 5. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online