By Beata Kollberg.
ISBN-10: 9173737410
ISBN-13: 9789173737418
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These are relational skills, ability to support and involve others, facilitate group processes, ability to influence others etc. Furthermore, they state that the change agent has theory-based problem-solving capabilities, such as knowledge of theory and methods of change, ability to link theory to practice etc. Next, the role of the change agent is to be an educator, who can build learning experiences and to motivate people to explore new areas. The final characteristic is presented as having self-awareness.
3 Task alignment approach to change Porras and Robertson elucidated organizational change by dividing the work environment into categories of specific factors. Beer et al. (1990) take a similar approach to change efforts by dividing the change initiatives into two groups – programmatic changes and task alignment. The authors claim that a task alignment approach to change is the best way of understanding organizational changes. According to the programmatic change model, problems in behavior depend on people’s knowledge, attitudes and beliefs.
Olve et al. 1997). - 26 - The implementation dimension of the BSC deals with the building and introduction of the BSC. Kaplan and Norton (1993) propose an eight-step model for implementing the BSC although they argue that each organization is unique and should follow its own path for building a BSC. However, empirical findings show that there are several difficulties in implementing a BSC, which are not highlighted by its advocates (Radnor and Lovell 2003). The use dimension of the BSC deals with the outcome of implementing the concept in terms of organizational effectiveness.
Exploring the use of balanced scorecards in a Swedish health care organization by Beata Kollberg.
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