Organizational Change: Article Review
In a business environment that is fight to recuperate after the stock market bubble burst, 9/11, Enron and other corporate scandals, spay has become the keyword for survivability in a volatile market. CEOs and Boards of Directors ar now being scrutinized for every follow out taken, whether it is benign or malignant. Stockholders are clamoring for change at bottom the organization to provide insurance against any decrease in share value or dividends. With this in mind, a revaluation was conducted on several articles that discuss the current trend in organizational change, including the reasons for the change, how the change affects the employees and whether the methodologies used to implement change are effective.
Change, according to Anderson, Klein and Stuart (2000), is a consciousness choice that unfortunately, due to curt planning by the change managers, proceeds to achieve its goal. Change managers trammel themselves up for failure by failing to take a whole-system approach to implementing the change. When change managers address the four quarter-circles of change, they have a better chance in achieving their goals for change.
Anderson, Klein and Stuart (2000) present the four quadrants of change as a graphical representation of the different aspects and personalities of change. quarter-circle one deals with the individual/ inborn aspect of change, covering cognitive, psychological and spiritual development. Quadrant two deals with the individual/external aspect, covering technical and interpersonal skills. Quadrant ternion covers the collective/internal aspects, specifically the domain of culture within the organization.
The final quadrant, quadrant four, deals with the collective/external aspects, including organizational design, technology workflow, policies and procedures (Anderson, 2000).
It is within quadrants three and four that many organizations fail while implementing change. According to Axelrod (2001), organizations fail because the change management actually increases bureaucracy, reinforces top-down management and increases opposite (Axelrod, 2001). However,
With Little words, with great organizational structure. Also, built a crocked foundation. Excellently stated.
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