By Eliezer Geisler

The unconventional restructuring of agencies may have momentous results and never them all are sturdy. actually, many are literally undesirable and will reason severe damage. How administration can treatment those unwell results systematically and restoration balance to their traumatized agencies is the topic of Dr. Geisler's compelling new booklet. How will we freshen up the mess from poorly conceived, badly carried out, and eventually unsuccessful restructurings? How can managers, who've been stuck up in those adjustments and who're as disrupted via them as someone, regain their very own equilibrium and support the therapeutic and reconstruction approach take carry? Geisler's solutions to those questions are crucial interpreting for company executives in all kinds of agencies (public or private), and for lecturers and scholars.

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Extra info for Managing the Aftermath of Radical Corporate Change: Reengineering, Restructuring, and Reinvention

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Argyris thus proposes that social scientists should create different models of their social and organizational environments. However, these inner contradictions are not dependent for their relative solution on a model by which we describe organizations. Argyris advocates new perspectives of, for example, human cognitive processes. If we believe that people in organizations are able to process information and make adequate decisions, we may opt for a less rigid and structural hierarchy, a less, but not totally removed, structural grid.

Hambrick and P. Mason, "Upper Echelons: The Organization as a Reflection of Its Top Managers," Academy of Management Review, 9(3), 1984, pp. 193-206. 23. T. Kuhn, The Structure of Scientific Revolutions, 2nd ed. (Chicago: University of Chicago Press, 1970). 24. Webster's New Collegiate Dictionary (Springfield, MA: G&C Merriam Company, 1977). 25. K. Popper, The Poverty ofHistoricism (London: Routledge and Kegan Paul, 1954). 26. See, in particular, the work by Fred Fielder and the contingency school.

Although business schools are constantly modifying their curricula so they will be better tailored to business needs, executives do not embrace such changes with the vigor that allows them to become formal conduits for routine learning and selfimprovement. The universities are too academic and fragmented by disciplines, and the consultants are too engrossed in the applicability of their ware—so the gap persists. The Crisis in Management 33 Coping with Change Faced with drastic changes in their environment, managers feel (justifiably so) that they are ill-equipped to deal with them and in a position of utter disadvantage.

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