The Relevance of Agile Change Management in a Dynamic Business Environment

Conventional change management approaches are increasingly reaching their limits in a business environment characterised by volatility, dynamics and complexity. In other contexts, attempts are often made to counter these aspects with agile approaches. The extent to which this also makes sense in the field of change management has not been frequently investigated to date. The aim of this paper is therefore to examine the extent to which agile change management contributes to the successful handling of changes in a dynamic business environment. For this purpose, 30 interviews were conducted with change management and organisational development experts from various small, medium-sized, and large companies in Germany. The data obtained was primarily analysed qualitatively, using a structuring content analysis according to Mayring (2015). The results of the research show that change management can strongly benefit from agility. In particular, this is the case with respect to self-organisation, iteration, and experimentation. Agile change management makes sense even in more conventional, hierarchical organisations. However, there are indeed organisation-, project- or context-specific characteristics that speak particularly in favour of the use of agile change management approaches or make more conventional change management approaches seem more reasonable. Often, it is even advisable to use a clever mixture of both.

Meagreness of Employees Is Symptomatic to Disease: A Case on Healthcare Industry

The main purpose of this study is to examine the existing workplace scenario in the healthcare industry. Furthermore, it analyses the causes and also uncovers the solutions to resolve the attrition problem confronted by the healthcare industry in India. The authors have explored the attrition phenomenon through a conceptual descriptive study conducted with the support of secondary data. The variables that play their noticeable role are lack of work-life balance, the absence of the feeling of achievement among the workers, substantial outstanding burden with nearly less remuneration and furthermore much repetitiveness of work. To conquer such situations, the organisation should work upon their inward strategies including the policies formed in consensus with the employees, increased employee participation in decision making and last but not the least, the organisation ought to introduce the mentoring programme with consistency, which will manufacture the trust among the lower level workers. The results of this study will be of interest to the modern HR world, HR and healthcare students, hospital administrators and to any HR consultant or agency wishing to study and resolve the herculean issue of attrition that obstructs the walls of organisational development.

A systems psychodynamic description of clinical psychologists’ role transition towards becoming organisational development consultants

Orientation: Clinical psychologists’ transition from practising in a clinical context to a large organisation implies an intensely experienced professional identity shift.Research purpose: To provide a systems psychodynamic description of the lived experiences of a group of clinical psychologists’ role transition towards becoming organisational development (OD) consultants.Motivation for the study: Although the role of clinical psychologists in organisations is theoretically explicated, limited research exists on their role transition experiences. Their lack of theoretical knowledge about and experience in organisational psychology make them vulnerable for exclusion and isolation.Research approach/design and method: A hermeneutic phenomenological research design using a collective case study, consisting of eight clinical psychologists, was used. The data gathering methods included a Listening Post and socio-analytic interviews. Systems psychodynamic data analysis was performed.Main findings: The manifesting themes related to experiences of diverse and intense anxiety, defensive structures, role, task, boundary and authorisation conflicts as well as solitary pilgrimages. Participants experienced an attack on their personal and professional identities, a sense of being overwhelmed, excluded and isolated from their colleagues and peers.Practical/managerial implications: The findings will facilitate clinical psychologists’ transition into OD roles and organisations’ awareness of their identity challenges.Contribution/value-add: Although employing clinical psychologists in OD roles is practised in many large organisations, the findings suggest that their transition into this role is underestimated in terms of emotional intensity.

Group relations conferences in China 2014 to 2019: theory and dynamics

This is a longitudinal inquiry into the theory and dynamics of four group relations conferences in China from 2014 to 2019. The study triangulates field notes, document artefacts, and verbatim transcribed interviews to investigate the application of Wilfred Bion's basic assumption (BA) group theory in the context of temporary learning institutions devoted to the examination of authority, leadership, and conscious/unconscious processes in groups. Given that group relations theory and practice in the Tavistock tradition is grounded in psychoanalysis and open systems theory, the study integrates psychoanalytic and psychodynamic systems theory in the analysis and interpretation of conference dynamics. The study concludes that group relations has important implications for psychoanalysis in China in light of: 1) the "psycho boom" in contemporary China; 2) the possibilities of cross-cultural learning and knowledge transfer; 3) cross-cultural trust building; 4) professional development of human services, mental health, and organisational development professionals; and 5) the application of psychoanalytical theory and practices to the understanding of organisational development in China.

Development of Human Potential in the Information Society: Educational Changes and Organisational Development

The information society necessitates the continuous development of education. At the same time, the development of education creates new opportunities for the development of human potential. The purpose of this work is to analyse the instrumental possibilities of educational change for the development of education in the conditions of demanding educational requests and tasks of professional work with a substantial amount of information. The approaches of joint creative activity of participants of the educational process as effective means that create an unfavorable context for educational changes are determined. It is emphasised that the development of human potential depends on the ability of education to be flexible relative to the needs of the information society. It is determined that the transformation of the social institution of education requires radical changes in the training of a new generation of managers with a high level of professionalism, culture, innovative creative thinking. It is found out that a set of theories of organisational development is submitted methodologically capacious for creating conceptual models of management of educational changes. Reasonably scientific bases of educational changes as objects of public management are characterised by tendentiousness of public management of educational changes of collective nature.

Impact of Management Automation on the Processing of Business Information

Business management has evolved to such an extent that, today, information has become a fundamental asset for companies and for their organisational development. For this reason, companies have had to generate and integrate systems that would enable them to increase their profits. In this work we explain the process of implementing information systems, focusing on the ERP system, in addition to determining the satisfaction and usefulness that this system provides to its users. Also, we would observe how they respond to the changes produced after its implementation and how they allow greater employee productivity, improving competitiveness with respect to other companies and improving collaboration with customers, as it avoids the risks of information loss that reduced profitability.