很有价值的一篇探讨bpr与组织文化的论文

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1、BPRandOrganisationalCulture  ASurveyintoOrganisationalCulturalChangeTechniques  ThissurveywaspartofanMBADissertationattheHenleyManagementCollege,England,undertakenbyAlanCooper.Thefulldissertationisnowavailableon-line. ExecutiveSummaryBackgroundWheneventhemostardentprotagonistsofBPR,suchasHam

2、mer&Champy,arequotingfailureratesfrom50%upto80%,isBPRreallysuchasurefiresolutiontothechallengesofthenineties?Isthereasonforthesefailuressolelytheinabilitytomanageorganisationalchange,oristhereamorefundamentalproblemwithBPR?Andismanagingtheculturekeytoeffectivechange,particularlywithinthecont

3、extofaBPRinitiative?ThesequestionsweretheimpetusbehindaHenleyManagementCollegeMBAdissertation.ThismanagementsummaryreportsontheresultingsurveyintoorganisationalchangetechniquesusedbyUKorganisationsundertakingBPR.ExecutiveHighlights·MostBPRorganisationsaremakingsignificantandwidereachingchang

4、estotheirorganisationinresponsetostrategicbusinessneeds.Thetrendistoresultsorientedandmorefluidstructures.·Highlycentralisedorganisations,asepitomisedinrolemanagementstyles,haveseentheirday,butthereremainsatendencytoformalisetheworkprocessesthroughtaskallocation,procedures,rulesandcontrols.·

5、BPRresultsinanaverage18%reductioninstaff.·Managementareemphasisingthehardertechniquesthatmoreovertlycontrolstaffbehaviour.However,manydogettheirstaffinvolvedinprocessredesign.Manyinmanagement(middlemanagement?)arenotexhibitingtherequiredbehaviour.·BPRandchangemanagementconsultantsarewidelyus

6、edbuttheydonotovertlyinfluencethechoiceofculturechangetechniquesselected.Neitherdostaffhavemuchinfluenceinthechoiceoftechniquesused.·Manyimprovementarebeingrealisedbuttheempowermentofstaffisnotoneofthem.Staffcommitmentappearstobethebiggestconcernandinnovationbystaffislow.Despitethesefindings

7、,respondentsdefinitelybelievetheycanchangetheiremployee'svaluesandbeliefs.Moreimprovementscamewithusingmanychangetechniquesbutmostoccurredwhenarangeofbothhardandsofttechniqueswereused.·Managementneedspatience.Upto2yearsmaybeneededtogainevenmodestem