澳洲国立大学论文代写：调查结果分析
题1.。你的调查结果与A和B相比如何？
我们欣赏的查询是在变更管理的国家领域的“问题”的看法，我们对这个问题，不只是其他影响因素导致了最近一次的突破。这一理念是重要的因为它吸取积极的态度在个人，这肯定会在我们所有的那些艰难困苦。根据J.P. Kotter的说法，（2007）如果不努力采取正确的转换失败。
问题2.。你能从文献中获得什么来解释回答者的不同或相似之处，以及评价者在评估他们经历的变化的成功或否时所使用的标准？
我们根据最近的研究，公共部门对改变轴承已在公共组织实施（费尔南德兹，Rainey，2006；麦克劳德，2009；麦克纳尔蒂，奇异景象，2004）。正是因为领导的直接行为，可能导致环境的复杂性。牢记动态性和在一个组织中的突发变化的官僚机构（Coram，伯恩斯，2001），最好是有计划的变化过程来管理资源。
问题3.。你能得出什么结论 组织变革应如何管理？
我们在组织变革的场所，员工的行为按他的特点。他们的行为和态度可以使用五点的Linkert Scale测量。
1。情感承诺改变：它采用了六个项目的规模来衡量情感承诺规模，例如，“我相信在价值变化”等（Herscovitch，迈耶，2002）
2。改变交流的质量：采用七点量表测量和项目为实例，对变化的原因进行沟通（跛的呀，Hunt，保尔森，游客，DiFonzo，2004）。
3.参与程度：它是由三个项目的规模和一个七点的规模例如测量，我被允许参与分析变化前宣布（线、Selart、espedal，约翰森，2005）。
澳洲国立大学论文代写：调查结果分析
Q.1. How do your findings compare between A and B?
Ans. An Appreciative Enquiry is a recent breakthrough in the field of change management which states that “problems” are caused by the perception that we have for that problem and not by just other influencing factors. This philosophy is essential as it imbibes a positive approach in an individual and this could have definitely worked for all of us in those trying times. According to J.P. Kotter, (2007) a transformation fails if the efforts are not taken rightly.
Q.2. What can you draw from the literature to explain the differences or similarities of responses and the criteria used by the respondents in evaluating the success or otherwise of the change they experienced?
Ans. According to recent studies, the public sector has a bearing on the change been implemented in the public organizations (Fernandez, Rainey, 2006; Macleod, 2009; McNulty, Ferlie, 2004). It is because of the direct behaviour of the leaders that may lead to environmental complexity. Keeping in mind the dynamic nature and the bureaucracy of the emergent changes in an organization (Coram , Burnes , 2001), it is advisable to have a planned process of change to manage the resources.
Q.3. What key conclusions can you draw about how organizational change should be managed?
Ans. In lieu of the organizational change, an employee behaves as per his characteristics. Their behaviour and attitude can be measured using a five point Linkert Scale.
1. Affective commitment to change: It uses a six item scale to measure the affective commitment to scale for instance, “I believe in the value of change” etc. (Herscovitch , Meyer,2002)
2. Change communication’s quality: It was measured using a seven point scale and had items for instance, the reasons for the change were communicated (Bordia, Hunt, Paulsen, Tourish , Difonzo, 2004).
3. Degree of participation: It was measured by three item scale and a seven point scale for instance, I was permitted to participate in the analysis before the change was announced (Lines, Selart, Espedal , Johansen , 2005).
