월마트의 조직행동론, 영문판^^
제가 캐나다의 있는 모 대학에서 조별로 한 자료입니다
약 20장 정도 있구요. 도움 많이 될겁니다.
직접 월마트 매니저와 이야기 후에 작성한 리서치 입니다
Body of the Research(About Wal-Mart)
Selecting job applicants using personality inventories
Organization of Job Satisfactiononality inventories
Facilitates employee learning and organizational learning
References and appendices
Change and commitment includes a great deal about trust, and long-term trust is founded on evidence.
To create a real acceptance of the change, there are two common ways of building commitment. First is the impact method, where large amounts of change are bundled together to show how much has changed. Second is the dripping-tap method, where a steady stream of evidence is used to keep the change up-front and visible.
The impact method is often used early on, with a razz-a-ma-tazz big-bang kickoff. The problem with this is that it sets excessive expectations which, when they are not delivered, result in cynicism and a nose-dive in commitment.
The dripping-tap method starts more slowly, but has a more certain progress, with regular news from the front of changes that have happened and planned actions taken