Beckhard & Harris(1987)提供一個簡單有效的管理工具---變革平衡公式,用以迅速獲取對組織變革可能性及變革條件的直觀印象。變革模型的平衡公式為:不滿情緒 x 變革願景 x 初步實踐 變革阻力。Beckhard & Harris(1987)建議,變革平衡公式可以幫助克服變革阻力必備的三個要素:
1. 對當前形勢狀況的不滿;
2. 對組織未來願景的期望;
3. 邁向願景的努力初步實現。
如果上述三項要素有一項為零或者接近零的話,三者之和也將為零或者接近零,此時,變革阻力將佔據上風。
但是一個要解答的問題在:為何組織在面對外在環境的壓力,卻不願意變革的理由。這裡有三個論證(Palmer et al., 2006:58-60):
公共組織必須適時調整和變革,以適應迅速變化和發展的社會環境。認知誤差、利益失衡、組織惰性、習慣性和變革不確定性等導致不同的心理障礙和阻力,影響和制約公共組織變革的進程和成效。組織變革作為策略發展的重要途徑,總是伴隨著不確定性和風險,並且會遇到各種阻力。大多時候,組織內部已經存在有衝突性目標,比如要增加資源以變革,卻要同時減少成本以保證能獲利。全盤性組織變革亦違反組織既有成員的價值觀,比如挑戰現有的做事的方法,這也是為何組織變革文獻要討論如何改變組織文化的原因。Palmer et al. (2006:61-65)提出有五種組織內變革力量導致組織變革:
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