Klarner The Rhythm of Change

A Longitudinal Analysis of the European Insurance Industry
2010
ISBN: 978-3-8349-6044-3
Verlag: Betriebswirtschaftlicher Verlag Gabler
Format: PDF
Kopierschutz: 1 - PDF Watermark

E-Book, Englisch, 271 Seiten, eBook

Patricia Klarner adopts a new approach to analyze strategic changes and introduces the rhythm of change as a concept that measures the timing of repeated changes. She provides a state-of-the-art view of the optimal timing of strategic changes in organizations and the factors underlying successful repeated change efforts.

Dr. Patricia Klarner completed her doctoral thesis under the supervision of Prof. Dr. Gilbert Probst at the Chair of Organization and Management at the University of Geneva in Switzerland. She is now an Assistant Professor of Strategic Management at the Ludwig-Maximilians-Universität in Munich.

Zielgruppe

Research

Autoren/Hrsg.

Klarner, Prof. Dr. Patricia

Klarner, Patricia

Inhaltsverzeichnis

1;Foreword;6
2;Acknowledgements;8
3;Table of Contents;11
4;List of Figures;13
5;I. Introduction;15
5.1;I.1 Research Interest;15
5.2;I.2 Research Objectives;18
5.3;I.3 Model Development and Hypotheses;19
5.4;I.4 Research Methodology;20
5.5;I.5 Structure of the Study;21
6;II. Literature Review;22
6.1;II.1 Organizational Change: An Overview;22
6.1.1;II.1.1 Reasons for Organizational Change;23
6.1.2;II.1.2 Results of Organizational Change;25
6.1.3;II.1.3 Perspectives on Organizational Change;26
6.1.4;II.1.4 Conclusion and Criticism;29
6.2;II.2 Timing of Organizational Change;29
6.2.1;II.2.1 Definitions and Key Concepts Related to Timing of Change;30
6.2.1.1;Rate or Pace of Change;31
6.2.1.2;Sequencing of Change;33
6.2.1.3;Synchronization and Entrainment;33
6.2.2;II.2.2 Long-Term View on Change: Change Timing and Change Frequency;35
6.2.3;II.2.3 Conclusion and Criticism;37
6.3;II.3 Theoretical Perspectives on Organizational Change Patterns;38
6.3.1;II.3.1 Evolutionary Theory;41
6.3.2;II.3.2 Theories of Organizational Learning;49
6.3.3;II.3.3 Conclusion and Criticism;51
6.4;II.4 The Rhythm of Change;53
6.4.1;II.4.1 Definition of the Rhythm of Change;54
6.4.2;II.4.2 Literature on Change Rhythms;55
6.4.3;II.4.3 Conclusion and Criticism;57
7;III. The Rhythm of Strategic Change: Towards a Comprehensive Research Model;59
7.1;III.1 Criticism of Existing Literature;59
7.1.1;III.1.1 Repeated Change and Performance;60
7.1.2;III.1.2 Important Contingencies;61
7.1.3;III.1.3. Conclusion and Criticism;64
7.2;III.2 Foundation of a Comprehensive Research Model;66
7.2.1;III.2.1 Reference to Rhythm of Change and Performance;67
7.2.2;III.2.2 Reference to Important Contingencies;72
7.2.3;III.2.3 Overall Frame of Reference;78
7.3;III.3 Model Development and Hypotheses;80
7.3.1;III.3.1 Research Model of the Rhythm of Strategic Change;81
7.3.2;III.3.2 Relationship between Change Rhythm and Performance;82
7.3.3;III.3.3 Key Dimensions of the Change Rhythm: Financial Contingencies;85
7.3.4;III.3.4. Key Dimensions of the Change Rhythm: Knowledge-Related Contingencies;86
7.3.5;III.3.5 Conclusion;90
8;IV. Research Methodology;91
8.1;IV.1 Research Orientation;91
8.2;IV.2 Research Design;94
8.2.1;IV.2.1 Research Setting;94
8.2.2;IV.2.2 Data Collection Method;96
8.2.3;IV.2.3 Research Sample;101
8.2.3.1;IV.2.3.1 The European Insurance Industry;103
8.2.3.2;IV.2.3.2 Sample Selection Criteria;121
8.2.4;IV.2.4. Unit of Analysis;126
8.3;IV.3 Measures and Operationalizations;126
8.4;IV.4 Final Sample;140
8.5;IV.5 Data Analysis;143
8.5.1;IV.5.1 Reliability;143
8.5.2;IV.5.2 Validity;145
8.5.3;IV.5.3 Data Analysis Techniques;147
8.5.3.1;Qualitative analysis of change patterns over time;147
8.5.3.2;Multiple regression analysis;148
8.5.3.3;Panel data analysis;149
8.5.4;IV.5.4 Conclusion;151
9;V. Research Findings;152
9.1;V.1 Qualitative Analysis to Develop a Measure for the Rhythm of Change;152
9.1.1;V.1.1 Specification of Qualitative Data Analysis;152
9.1.2;V.1.2 Qualitative Research Findings;161
9.1.3;V.1.3 Interim Conclusion;167
9.2;V.2. Multiple Regression Analysis;168
9.2.1;V.2.1 Results of Multiple Regression Analysis;168
9.2.2;V.2.2 Summary of Research Findings for Cross-Sectional Analysis;179
9.3;V.3. Panel Data Analysis;180
9.3.1;V.3.1 Research Findings of Panel Data Analysis;180
9.3.2;V.3.2 Summary of Research Findings for Panel Data Analysis;212
9.4;V.4 Discussion and Interpretation of Research Findings;215
9.4.1;V.4.1 Interpretation of Research Findings;215
9.4.1.1;Research finding 1: There are six rhythms of change;216
9.4.1.2;Research finding 2: Regularly changing companies show enhanced performance;218
9.4.1.3;Research finding 3: Frequent strategic change, combined with a regular change rhythm,yields enhanced performance;219
9.4.1.4;Research finding 4: Change duration is related to performance, whereas stability durationis no;220
9.4.1.5;Research finding 5: There exists a threshold from which repeated change is detrimental;221
9.4.1.6;Research finding 6: Negative impact of performance crisis during longer change periods;222
9.4.1.7;Research finding 7: Detrimental performance of CEO change after long periods of strategicchange;224
9.4.1.8;Research finding 8: Internal CEO change cannot compensate for the knowledge lossrelated to CEO change;225
9.4.1.9;Research finding 9: Internal CEO change and top management team change after priorchange history: Necessary balance between old and new knowledge;226
9.4.2;V.4.2 Research Implications;228
9.4.2.1;Implications for Research on Strategic Change;228
9.4.2.2;Implications for Research on Organizational Learning;230
9.4.2.3;Implications for Research on Organizational Paradox and Ambidexterity;231
9.4.3;V.4.3 Managerial Implications;233
9.4.3.1;1) Establish a long-term vision of change;233
9.4.3.2;2) Aim for a regular change rhythm;234
9.4.3.3;3) Pay attention to periods of repeated strategic change;234
9.4.3.4;4) Combine high change frequency with a regular change rhythm;235
9.4.3.5;5) Constantly monitor financial resources and performance during change periods;236
9.4.3.6;6) Beware of the risks of CEO change after long change periods;237
9.4.3.7;7) Critically assess the need and the value of CEO change and top management turnoverafter long change periods;238
10;VI. Conclusion;242
10.1;VI.1 Summary of Research Findings and Implications;242
10.1.1;Main Research Findings:;242
10.1.2;Research Implications:;244
10.1.3;Managerial Implications:;245
10.2;VI.2 Limitations of the Study;248
10.2.1;Theoretical Limitations:;248
10.2.2;Methodological Limitations:;249
10.3;VI.3 Suggestions for Future Research;250
10.4;VI.4 Concluding Comments;251
11;References;252
12;Appendix: Characteristics of sample companies by region;280

Literature Review.- The Rhythm of Strategic Change: Towards a Comprehensive Research Model.- Research Methodology.- Research Findings.- Conclusion.

Über Autor(innen)

Dr. Patricia Klarner completed her doctoral thesis under the supervision of Prof. Dr. Gilbert Probst at the Chair of Organization and Management at the University of Geneva in Switzerland. She is now an Assistant Professor of Strategic Management at the Ludwig-Maximilians-Universität in Munich.