One of the opportunities presented by the breakup of the former Soviet Union is that organizational science scholars have been able to study radical changes companies must make in order to adapt to different economic and social goals. Authors Karen L. Newman and Stanley D. Nollen had the opportunity to examine in depth how companies in central Europe (Poland, Hungary, Slovakia, and the Czech Republic) made the unprecedented move from a centrally planned system to a market economy. They present the results of that analysis in Managing Radical Organizational Change along with new theory they have developed about managing radical organizational changes. In addition, they provide a framework and practical guidelines that will help current and future international business leaders manage change more effectively. The book provides rich case histories of companies in transition. Seven of these cases appear in the appendix and are suitable for use as stand-alone cases in am MBA-level or executive development courses. The primary audience for Managing Radical Organizational Change includes scholars and advanced student studying organizational change and international business. A secondary audience exists in executive development courses that focus on business in central and eastern Europe.

Software comes from India, hardware comes from China. Why is that? Why did China and India take such different paths to global dominance in new high-tech industries? Will their paths continue to diverge or converge? How can other countries learn from their successes - and failures - in reaching global scale in new industries? To answer these questions, this book presents the first rigorous comparison of the growth of the IT industries in China and India, based on interviews with over 300 companies. It explains the different growth paths of the software and hardware sectors in each country, providing insights into the factors behind the emergence of China and India as global economic powers. It provides a compelling case study of how differences in economic policies and the investment climate affect industrial growth. This book sheds new light on common debates on "China versus India," on why India is the software capital of the world while China is a manufacturing powerhouse. It refutes common myths about the growth of these industries - for example, the role of Non-Resident Indians or the Y2K problem in the growth of the Indian software industry, the role of government intervention in industrial growth, and the relative size of China and India's software industries.

One of the opportunities presented by the breakup of the former Soviet Union is that organizational science scholars have been able to study radical changes companies must make in order to adapt to different economic and social goals. Authors Karen L. Newman and Stanley D. Nollen had the opportunity to examine in depth how companies in central Europe (Poland, Hungary, Slovakia, and the Czech Republic) made the unprecedented move from a centrally planned system to a market economy. They present the results of that analysis in Managing Radical Organizational Change along with new theory they have developed about managing radical organizational changes. In addition, they provide a framework and practical guidelines that will help current and future international business leaders manage change more effectively. The book provides rich case histories of companies in transition. Seven of these cases appear in the appendix and are suitable for use as stand-alone cases in am MBA-level or executive development courses. The primary audience for Managing Radical Organizational Change includes scholars and advanced student studying organizational change and international business. A secondary audience exists in executive development courses that focus on business in central and eastern Europe.