Theoretucal Discussion On Change Management Principals

1796 Words4 Pages
bulb-icon

Recommended: The workforce is changing

"... as we move into the twenty-first century, we face more change rather than less, and the pace of change will quicken for both governments and enterprises alike. In particular, we face the challenge of transforming organizations, traditional production and consumption patterns and our personal lifestyles to reflect the fact that we are an integral part of a global community and an ecology vital to our welfare and survival. We must all become change agents now." The quote from Stace and Dunphy (2001) is made in the context of the impending changes organisations will need to make to deal with the changing social norms of an eco-friendly society, what Maynard and Mehrtens refer to as "The fourth wave". It would be simple then to determine that they are referring merely to the need for organisations to be more ‘eco-friendly', however the deeper meaning is more about the need to develop what Kriegal and Brandt (1996) refer to as "Change Ready Organisations". An organisation where, as Stace and Dunphy (2001) suggest, "everyone is a change agent". The major implication therefore is the need to advance organisations to this point. Not just to change an organisation, but for them to be truly change ready, where all members of the organisation are change agents. To better determine how we should effect change, we need to look at why we need to change and why Stace and Dunphy (2001) believe that we "face more change rather than less". Drivers The principal driver for any organisation is to remain viable and relevant to its customers, thus maintaining existence. Put simply, "If an organisation is to survive, it must respond to changes in its environment" (Robbins et al. 1994: 787). This can be effected by a number of factors. Stace and Dunphy (2001: 21-42) cite ‘globalisation', the ‘rapid influx of technology', the ‘shift from minerals and manufacturing into service and knowledge industries' and ‘the shift in managerial focus from hierarchies to more fluid, homogenous structures' as the major trends influencing and forcing change. Whilst Bolman and Deal (2003: 124) agree on these points, what they add is the human factor discussed considerably in their "Human Resource Frame", and the argument that "there is a symbiotic relationship between individuals and organisations". With regards to the pace of change, Stace and Dunphy (2001) are in good company, with many writings agreeing that the pace of change has been steadily increasing over time.

Show More
Related

  • Order Vs. Chaos In Station Eleven By Emily St. John Mandel

    815 Words  | 2 Pages

    Scranton believes that human beings are killing present life by ignoring the effects of global warming on the world. He continues to warn the reader that change is coming regardless of what people do now and that they human race must prepare for what is inevitably coming, as it will be the collapse of global civilization as it is known. Scranton states that this time we are living in, the anthropocene, presents humans with multiple challenges but mostly, “what it means to be human” (page 234). How to control the inevitable

    Read More

  • Coping with Change; Change Management Models and Philosophies

    994 Words  | 2 Pages

    Newman, J. (2012). An organisational change management framework for sustainability. Greener Management International, 57, 65–75.

    Read More

  • Essay On Gay Couple Adoption

    1074 Words  | 3 Pages

    In society as we know it today change is a concept that every individual understands and

    Read More

  • Change at Glenrothes Colliery: An Evaluation of John Kotter's 8-Step Model

    1692 Words  | 4 Pages

    Change is a fundamental element of individuals, groups and all sorts of organizations. As it is the case for individuals, groups and societies, where change is a continuous process, composed of an indefinite amount of smaller sub-changes that vary in effect and length, and is affected by all sorts of aspects and events, many of which cyclic are anticipated ones. It is also the case for organizations, where change occurs repeatedly during the life cycle of organizations. Yet change in organizations is not as anticipated nor as predictable, with unexpected internal and external variables and political forces that can further complicate the management of change (Andriopoulos, C. and P. Dawson, 2009), which is by itself, the focus of many scholars in their pursuit to shed light on and facilitate the change process (Kotter 1996; Levin 1947; et al).

    Read More

  • What Makes Jack Welch an Effective Leader?

    966 Words  | 2 Pages

    ...world has become extremely fast and full of change. If the leader can’t adapt to changing conditions, it is very possible for his firm to be kicked out of the game. How can the firm change, though? The most effective way is to go through new ideas. Here, it reminders me Welch’s famous saying: "Change before you have to."

    Read More

  • Enron

    1136 Words  | 3 Pages

    3.     Organizations must change in order to meet the needs of the changing workplace, environment, technology, and economy in order to be competitive. Change is good for an organization if it is done in a controlled and structured manner. Change is also risky because it is often met with resistance. For example, people may feel threatened and fear power loses and subsequently, resists the change. Change can also be ineffective if it is narrow and doesn’t concern itself with people and is over determined. In Enron’s case, the organization was constantly changing with no collective rhyme or reason.

    Read More

  • Business Analysis: Bega Cheese

    1906 Words  | 4 Pages

    Hughes, M 2006, 'Strategic change', in M Hughes (ed.), Change management: a critical perspective, Chartered Institute of Personnel and Development, London, pp. 52-63.

    Read More

  • Why do organizations change?

    1690 Words  | 4 Pages

    Why do organizations change? With time goes by, rapid development of science and technology had led us to a world full of competitions. Change and stay alert to keep up with the current trend is essential asset to survive in this aggressive global economy. As the framework indicated by Pettigrew, there are two key context factors makes a great deal of effects on the reason for companies to change. Those are outer context and Inner context. Outer context could refer to the surrounding environment around the firm and the global economics status, etc. Inner context could be downsizing, restructuring the Gestalt, or the problem with coherent design archetype. Under the stress of the outer and inner context, forces or triggers will bring out the revolution. Change can be seen in a short term way and also in a long term way. Short term change could be a sudden, discontinuous and frame-breaking rupture which has an impact on the whole organisation, or new forms of management ad structure of the firm itself, or the breakthrough created by the major innovations or even can refers to the impact of new product and new market opportunities. Normally, financial crisis will be an initiative as a trigger to revolution. At first of the revolution, there would probably already has small changes in normal management and structure. As a long term way to apply the change, change agents are needed to do an ongoing, continuous and gradual progression or give some simpler initiatives such as improvements to existing products and product range.

    Read More

  • Changing Minds By Howard Gardner

    1490 Words  | 3 Pages

    The world today is one of constant and rapid change. Organisations need to be able to quickly adapt and change to meet the needs of its consumers and the environment. In order for organisations to change, the people within the organisation need to change. This involves identifying ways to replace one frame of mind with another in order to create a change in behaviour. Howard Gardner’s book “Changing Minds. The Art and Science of Changing Our Own and Other People’s Minds” (Gardner, 2006) explores techniques and principles which can be used to facilitate successful change. This paper will review the key messages as well as provide examples the seven levers used in real life situation.

    Read More

  • The Globalization of ExxonMobil from 1980 to Present

    2517 Words  | 6 Pages

    14) Bettina B. F. Wittneben, (2012) Climate Change and the Emergence of New Organizational Landscapes. Sage Journals. vol. 33 no. 11

    Read More

  • Change Management Case Study

    1745 Words  | 4 Pages

    The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used

    Read More

  • Organizational Change Essay

    1343 Words  | 3 Pages

    The idea of change is the most constant factor in business today and organisational change therefore plays a crucial role in this highly dynamic environment. It is defined as a company that is going through a transformation and is in a progressive step towards improving their existing capabilities. Organisational change is important as managers need to continue to commit and deliver today but must also think of changes that lie ahead tomorrow. This is a difficult task because management systems are design, and people are rewarded for stability. These two main factors will be discussed with reasons as to why organisational change is necessary for survival, but on the other hand why it is difficult to accomplish.

    Read More

  • Contemporary Issues in Management

    1159 Words  | 3 Pages

    It is apparent that the only thing constant in business is change. Organizational change is often an overwhelming challenge for business leaders, managers and employees alike. The need for change may be the result of market shifts, economic environment, technology advancements or changing work force skill-set demands. Today Organizational change occurs for reasons that originate external to the organization (Chandler, 1996: Hannan & Freeman, 1984), as well as internal to the organization (Baker 1990: Prechel 1994). Thus, External constraints, internal constraints, resource dependency and increasingly growing competitive markets force organizations to change in order to maximize economic potential. Although organizational changes are usually a response in reaction to an event, companies and leaders should still expect to encounter issues. Organizations need to be more proactive and contingent on how to handle the problems that will inevitably come about. This will make the process of organizational change go smoothly as well as reduce resistance through proper management techniques. Resource dependency argues that both environmental and organizational constraints impact organizational change (Pfeffer & Salancik, 2003).

    Read More

  • The Impact of Change in an Organization

    1383 Words  | 3 Pages

    Robbins et al. (2011, p. 186), states ‘Change is an organizational reality and affects every part of a manager’s job’. Today’s wave of change primarily created by economic condition so change is now such a constant feature of organization life (Goodman, E. 2011, p.243). Organizations need to be changed at one point or another in structure, technology or people. These changes are defined as organizational change (Robbins et al. 2011, p.18). Organizational change is important because changes can increase effectiveness and efficiency, the innovation of products, services as well as dealing with changes in external and internal forces (Goodman, E. 2011, p.243). However, ‘the bottom line is that organizational change is difficult because management systems are design and people are rewarded for stability’ (Lawler, E.E. & Worley, C.G. 2006, p.11).

    Read More

  • Essay On Organizational Change

    2838 Words  | 6 Pages

    Organisations as machines, political systems, organisms, and flux and transformation are particularly common assumptions that are often used by managers, writers and consultants to make sense of how organizational change works. In reality most organizations use combinations of approaches to tackle change and not just one of the above, however these provide useful insights into the process of organizational change (Cameron and Green, 2012). This essay will try to make sense out of these assumptions to understand what organisational change is. By doing so, insights will be drawn on how organizational change can be managed and led.

    Read More

More about Theoretucal Discussion On Change Management Principals

Open Document