Darko Tipurić, Ivona Vrdoljak Raguž, Maja Daraboš


Book Dynamics of Organizational Change coverIn November 2015, in collaboration with internationally known publisher Pearson Education, UK, book „Dynamics of Organizational Change: Beyond Identity and Reputation“ (ISBN: 978-1-78447-988-6) whose editors are Ph.D. Darko Tipurić, Ph.D., Ivona Vrdoljak Raguž and Ph.D. Maja Daraboš has been published.

The book involves selected papers presented on third international OFEL held in April 2015 in Dubrovnik. Through ten chapters, written by 27 authors from 6 countries (Austria, Bosnia and Herzegovina, Croatia, Italy, Serbia and United Kingdom), academic studies that connect organizational changes with reputation and identity concept, consequently sought to develop a set of categories addressing the construction of a sound corporate governance framework that enables firm development, entrepreneurial activity and competitiveness are integrated and synthesized.

Organizational change initiatives often arise from problems that the firm is faced to. In some cases, however, firms change under the impetus of enlightened leaders who first recognize and then exploit new potentials dormant in the organization or its circumstances. Some observers, more soberly, label this as "performance gap" that competent management should be motivated to close. But organizational change is also resisted and - in the opinion of its promoters - fails. The failure may be due to the manner in which change has been visualized, announced, and implemented or because internal resistance. In other words, employee sabotage those changes that in their opinion are opposing their own interests.

Nevertheless, public distrust of corporations, along with increased regulation and demand for transparency, has heightened the need for organizations to invest in corporate reputation management and changed the role and expectation of senior leaders. First of all, the corporate reputation implies the collective assessments of a corporation's past actions and the ability of the firm to deliver improving business results to multiple shareholders over time. Increasingly, top business leaders understand the importance of corporate reputation. For the second year in a row, reputational risk is ranked as the most important concern by boards of directors. Most organizations unfortunately continue to struggle with identifying reputational risks and developing multiple stakeholder strategies to address them.

Through mass of processed problems, process of identifying people that start and lead organizational changes is analysed in this book. The book also observes managers influence on mergers and acquisitions decisions, discusses about changes in sense making process in private sector and considers relative importance of shareholders and how that importance changes over time.

Because of its authentic approach and international contest in which is created, "Dynamics of Organizational Change: Beyond Identity and Reputation" provides comprehensive insight into the discipline of organizational change and in authentic and rarely seen manner represents a new source of knowledge for both theorists and practitioners as well as top management representatives who are in charge for implementing organizational changes.


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