Essay On Change Agents

973 Words2 Pages
bulb-icon

Recommended: Impact of change in organizations

Everything in our world is changing, from technology to marketing to distribution to capital markets. Although it’s not always shifting in the same direction, it is changing faster than ever before. These turbulent times call for individuals with the foresight and insight to guide individuals, employees, and organizations along an often overwhelming and daunting road, while providing guidance and support along the way. Although there are many definitions of what a change agent is, generally, it is agreed that a change agent is an individual or a group who works with processes, physiological effects, and innovative decision making (Ottaway, 1983). This change can occur within an individual, organization, or society (Ottaway, 1983). Change agents can be internal, for instance, managers or employees who are selected to supervise the change process. The hierarchical nature of traditional organizations is left behind in favor of training those who have the ability to oversee change (Lunenburg, 2010). Changes are not always internal. Often employed are external consultants. External consultants are typically not bound by the organization’s culture, bureaucracy, or values, therefore, they are able to bring a unique perspective to the situation and question the status quo. Regardless of whether they are internal or external, successful change agents must have a true understanding of the nature of change and how it affects organizations. There is a deep connection between ‘leading and changing’ the organization. The role of the change agent is imperative for everyone being affected to understand in order to ensure that the change occurs comfortable and effectively. The need for individuals who can lead with this perspective, navigate th...

... middle of paper ...

... comprise the steps leading to how the goal can be accomplished. The elements of each competency fit together as a mutually reinforcing system and combine to produce change agents upon their successful completion.
Changing a culture is a major enterprise, and eventually all of the organizational tools necessary for successful change will have to be utilized to help create urgency and meaning for those involved. However, the order in which they are deployed has a critical impact on the probability of success. The AOD graduate program offers a plan of action to enable students to not only acquire the tools to affect change, but also to understand when and how to use them. While we will attempt to offer some recommendations as a means to fine tune the program, we are aware of its robustness and effectiveness at training students to become triumphant change agents.

Show More
Related

  • Leading Change by John P. Kotter

    1038 Words  | 3 Pages

    Leading Change was named the top management book of the year by Management General. There are three major sections in this book. The first section is ¡§the change of problem and its solution¡¨ ; which discusses why firms fail. The second one is ¡§the eight-stage process¡¨ that deals with methods of performing changes. Lastly, ¡§implications for the twenty-first century¡¨ is discussed as the conclusion. The eight stages of process are as followed: (1) Establishing a sense of urgency. (2) Creating the guiding coalition. (3) Developing a vision and a strategy. (4) Communicating the change of vision. (5) Empowering employees for broad-based action. (6) Generating short-term wins. (7) Consolidating gains and producing more changes. (8) Anchoring new approaches in the culture.

    Read More

  • Heart Of Change Essay

    2170 Words  | 5 Pages

    In today’s ever changing world people must adapt to change. If an organization wants to be successful or remain successful they must embrace change. This book helps us identify why people succeed and or fail at large scale change. A lot of companies have a problem with integrating change, The Heart of Change, outlines ways a company can integrate change. The text book Ivanceich’s Organizational Behavior and Kotter and Cohen’s The Heart of Change outlines how change can be a good thing within an organization. The Heart of Change introduces its readers to eight steps the authors feel are important in introducing a large scale organizational change. Today’s organizations have to deal with leadership change, change in the economy,

    Read More

  • budget

    803 Words  | 2 Pages

    ... team cooperation and diligence in working toward common goals, the organization will be able to accomplish significant process improvements resulting in improved quality and efficiency.

    Read More

  • Book Review of School Leadership that Works by Marzano

    567 Words  | 2 Pages

    Change is a double-edged sword (Fullan, 2001). Change is a word that might inspire or put fear into people. Leadership is challenging when it comes to dealing with change and how individuals react within the organization to the change. Marzano, McNulty, and Waters (2005) discuss two orders of change in their book School Leadership that Works; first and second. Fullan (2001) also adds to the discussion in his book Leading in a Culture of Change, with regard to understanding change. In Change Leadership, Keagan and Wagner (2006) discuss many factors of change and the systematic approach to change. Change affects people in different ways. Leaders need to be able to respond to the individuals throughout the change process.

    Read More

  • Change Management Simulation Case Study

    1263 Words  | 3 Pages

    Change is an inevitable function of any organization and is something that employees and leaders alike are bound to face during their careers. According to Ivancevich et al (2011), how leaders are able to handle the task of change can determine the success or failure of an organization. As organizational leadership students, it is important for us to begin to develop and sharpen the necessary skills to innovate and adapt to change effectively. Leaders should be familiar with a variety of elements within the organization including an assessment of employee and leadership strengths, relationships, skill level and capability, level of support, and the types of resources readily available. Assessing these elements prior and during change, as well as evaluating the process after the fact, helps prepare organizations and leaders for future success. The Harvard School of Business’ interactive change management simulation, Change Management Simulation: Power and Influence V2 (2013), was a valuable assignment to help teach us about change from the standpoint of a mid-level management position at Spectrum, a sunglasses company, looking to adopt a new sustainability initiative.

    Read More

  • Coping with Change; Change Management Models and Philosophies

    994 Words  | 2 Pages

    Change is the only constant in life. And therefore it should be understood as part of a continuing work in progress that calls for a much broader canvas that seeks out competing voices, and works with the resulting ambiguities, contradictions and tensions of messy reality (Graetz, F. & Smith, A., 2010). In this submission I try to show that organizational change is majorly based on the environment surrounding it much more than the desire of the members or change agents working in that organization. This view diverts from that of Lippitt, (1958) who suggests that implementing planned organizational changes successfully depends on premeditated interventions intended to modify the functioning of an organization. It also diverts from the traditional approaches to organizational change that generally follow a linear, rational model in which the focus is on controllability under the stewardship of a strong leader or ‘guiding coalition (Collis, 1998). In this discussion therefore, comparison made between the different philosophies of change and I try to show that successful change implantation largely depends on an organizations appreciation of what goes on around it rather than what they have planned as a strategic direction.

    Read More

  • Analysis Of British Airways

    1601 Words  | 4 Pages

    The change agents of British Airways behaved like coaches. They deliberately shaped the BA’s capabilities, created the proper set of values and skills to reach the intended outcomes. During the implementation of change, John King and Colin Marshall acted like coaches as they assisted to “structure activities to help the organization members solve their own problems and learn to do that better” (French & Bell, 1995, p.4).

    Read More

  • “Leading Change: Why Transformation Efforts Fail”

    860 Words  | 2 Pages

    Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.

    Read More

  • Change Agent Case Study

    713 Words  | 2 Pages

    As an advocate or change agent, what factors do you need to consider when weighing differing perspectives about how discrimination and oppression occur in order to make a choice?

    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

  • Top Down Vs Bottom Up Change

    1050 Words  | 3 Pages

    When organizational change proves necessary, all people at all levels of the organization should address change as a “how,” “what,” and “why” problem in order for the change to be sustained over time.

    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

  • 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

  • The Agency Essay

    1701 Words  | 4 Pages

    THE AGENCY What’s behind a convenient death? A group of hired assassins. CONCEPT: THE AGENCY is a professional series about hired assassins. Their moral values are power and money.

    Read More

  • Social Transformation Essay

    564 Words  | 2 Pages

    In relation to social transformation I have gathered materials that focusses on programs provided for ‘refugees’ living in New Zealand. The purpose of my findings are based on the societies support for ‘refugees’ in terms of human security and directions of life before settling in their new destination. There are stories about ‘refugees’ that need to be shared and stories that need to be forgotten, because it can produce controversy within the society or the universe. But where can these ‘refugees’ go if the place they call home is unsafe or too risky for the lives of their families and for themselves. It’s hard enough to migrate into a new country, but it is devastating for refugees who have experienced the loss of homes and loved ones.

    Read More

More about Essay On Change Agents

Open Document