Why are organizations often stopped at the development, and as leaders can help them to adjust to the changes? Authors are a professor of Harvard school of business Michael Ташмен and professor of higher school of business of the Stanford university Charles О'Райли - during 30 study this problem and divided by the results of researches.Conception of universal organizations is expounded in an audiobook - companies that is capable to execute two incompatible businesses simultaneously. Successfully managing already existent business and trying the new types of activity, they are able identically effectively to compete both on mature and on being conceived markets. As examples authors bring experience over of companies of IBM, Novartis, Amazon, Fujifilm and many other.© Harvard Business School Publishing Corporation, 1997, 2002. It is published on the license of Harvard Business Review Press at an assistance Agency of Alexander Корженевского, Russia© Edition in Russian language, translation, registration. LTD. "АЛЬПИНА ПАБЛИШЕР", 2014(р) ИП of Jugs, 2014Table of contents :PrefaceHead 1. Tyranny of successTyranny of success : извечная problemLessons of the pastLessons for modern managersPractical guidance on a management by organizational changes and обновлениHead 2. Universal organization: management evolutional and revolutionary andПаттерны organizational change?Height by means of revolution: dynamics of technological cycles and streams of innovationCo-ordination as management trapProblem of culture and strong growthUniversal organization: evolutional and revolutionary changesHead 3. Determination of problems and possibilities : foundation of successUnderstanding of strategic contextFrom a strategic context to to the strategic choiceConception of development of subdivisionDetermination of blanksHead 4. Decision of management problems : model of co-ordinationA process of decision of problems is in organizationA process of decision of problems is in organization (continuation)Estimation of co-ordinationUse of model of co-ordinationPractical guidance on the use of model of co-ordinationPeople: of diagnostician human resourcesFormal organizationMechanisms of associationSystems of development of careerNetworks of communicationsHead 5. Creation of culture assisting innovations and competition преимущесCulture of organization : norms and values, regulative behavior of employeesNorms as means of social controlIntegration of national and productive culture of organizationNorms supporting creative approachNorms, supporting realization of new ideasPractical guidance on diagnostics of organizational cultureDiagnostics of organizational cultureDiagnostics of organizational culture (continuation)Head 6. Forming of organizational cultureForming of culture by means of the personal participation and personal responsibilityEncouragement of involved by means of publicityEncouragement of involved by means of conclusivenessManagement as behaviorForming of organizational culture by means of the system of reward and признаTo use the social educatingHead 7. Management by the streams of innovations in universal organizationsManagement by innovative streamsTechnological cyclesConnection between a technological cycle and innovative streamsManagement by universal organization is a role top managementInnovative streams and revolutionary changes are in organizationAcceptance of contradictions and universal managementHead 8. Introduction of strategic changesTo lead revolutionCommands of top managementRealization of organizational transformationsRealization of organizational transformations (continuation)Management by individual resistanceMaintenance of control in transitional periodPlans of transitional periodEstimation of executionHead 9. To win by means of innovationsTo win by means of innovations: our thesesWinners and losers are losers and winnersWinners and losers are losers and winners (continuation)To win by means of innovations: to combine contradictions, to renew organization

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