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"Managing Change"
Massive change is impacting on all facets of society, creating new dimensions and great uncertainty. Instant communication, super small high-tech equipments, the globalization movement, the deadly terrorist attacks in the U.S., the emerging of foreign investments in China nation are all the changing dimensions of the world. These are few of the changes which have occurred around last two decades. The issue facing people in business today is how to manage such changes.
The origin of one change has an impact on other origin of changes. For example, technological break thorough of the communication in computers resulted in tremendous change of behavioral through an extensive and immediate involvement of the average citizen in world event. In the past, it took time and a lot of money to reach the person across the continent but now it is only one click on the button and a cost under $1.
The impact of the change affects the individual, on organization, and on geopolitical. The management of change by individual, organization, and national and international bodies is critical to survival in the decades ahead. The individuals who invest their most formative years in an education and their most productive years in occupational activities must be able to build to personal competence both to survive and manage change. Organizations require flexibility in structure and appropriate strategies if they are to survive and be viable in the future. And government, institutions, and international coordination must create the appropriate environment to permit individuals and organizations to prosper and create the fruits of civilization.
The emphasis is primary on how individuals and organizations can deal with change successfully and develop appropriate strategies and structures for the effective management of change. Management of change must provide guidelines for institutional and structural change as well as for individual. (Scott and Jaffe, 1995)
If persons have a motivation to face a change, they are likely to take people with them and they can bring organization to change. This is an effective one. Also, there are many changes that are brought by the change in an institution, such as the go...
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...n; prevent crisis. Nonetheless, Basil and Cook (1974) state crisis can be a danger that weakens or destroys the organization or crisis can be a growth opportunity. Therefore, successfully dealing with change in the organization means choosing to grow and develop continuously.
References
Robblins, P. Stephen, Organization Behavior 10th ed., Upper Saddle River, NJ: Prentice-Hall, 2003.
Carnall, Colin A. Managing change, London : Routledge, 1991.
Scott, Cynthia D. and Jaffe, Dennis T. Managing change at work : Leading people through organizational transitions, Menlo Park, CA : Crisp Publications, 1995.
Basil, Douglas C. and Cook, Curtis W. The management of change, McGraw Hill, 1974.
http://www.prosci.com/ADKAR-overview.htm
Many human beings contain opposite forces within him or herself; an alter ego that hides behind one’s polite facade. In the novel, Dr. Jekyll and Mr. Hyde are in fact a single character. It is not until towards the end of the novel that the two personas seem nothing alike. Dr. Jekyll is the well-established, moral, doctor and Mr. Hyde is a nefarious weird looking man whose appearance looks so strange that it is hard to explain. Their relationship involves a complicated dilemma. While it is true dr. Jekyll appears to us as a moral and courteous man, he does not exemplify honor and integrity the way that Hyde exemplifies evil. Although Jekyll engages in in the experiment to attempt to isolate the good
In Robert Louis Stevenson’s famous novel about dual identity, Dr. Henry Jekyll, an affluent surgeon, creates a potion by which he can transform into Edward Hyde, the physical manifestation of his evil side. After many months of thrilling nighttime criminal escapades through the streets of London, his antics under the cloak of Hyde get him in trouble when he slays prominent public figure Danvers Carew. Jekyll is so shocked by this deed of evil that he decides an end will be put to his transformations, a science he calls transcendental medicine. Much to his alarm, Jekyll finds that he now turns into Hyde without his wanting it, undeniably a side effect of the drug. After locking himself into his cabinet, in order to facilitate his use of the drug in case of spontaneous transformations, his concerned butler Poole alerts good friend Gabriel Utterson, a lawyer. Together, they break into the cabinet, only to find they body of Hyde, lifeless on the floor. The pair finds an envelope addressed to Utterson which shall supposedly explain why they cannot find the body of Henry Jekyll.
Spector, B. (2013). Implementing organizational change: theory into practice. (3rd ed.). Upper Saddle River, NJ
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,
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.
Their band consisted of both a frontline and rhythm section. The frontline, like most other Jazz Bands, contained a cornet, a clarinet and a trombone, while the rhythm section was very versatile. One interesting fact that the book gives about these rhythm sections of early jazz recordings is that most times brass instruments were left out because the low frequency would make the needle of the acoustic recording machine jump. In many cases at live performances, the rhythm section would include a guitar or banjo and a string bass or
Jekyll had to seclude himself from society in order to protect his friends. This in turn leads to a shocking discovery by Dr. Lanyon, and so forth he becomes secluded as well. Mr. Utterson observes that Jekyll is shut in, and in turn asks Dr. Lanyon “Jekyll is ill, too. Have you seen him?” (40). Utterson is suspicious about his friend’s disappearance and sudden lack of communication, all caused by Jekyll being held down by Hyde for months on end. He decides to investigate, and learns that Dr. Lanyon, too, has something to hide that he will not share. If Dr. Jekyll’s good side was not being repressed by his bad side, he would be outside more often or throw more dinner parties like he had previously. The good and evil in Dr. Jekyll’s life is controlling him day by day, almost like his life is not his to live
The novel ‘Dr. Jekyll and Mr. Hyde’ was written by Robert Louis Stevenson in the Victorian era, which had a very different culture from today. The book was first published in 1886 in England and it brought success to the author. The Victorians had strict moral codes to live under as middle class people and had to be well respected to be considered as a good person. The character’s reputation emerges throughout the novel as an essential tool to success in the society of the era. Another Victorian value expected of them was to live a life without any sin and to obey the Bible as literalists. However, this only prompted people to keep certain thoughts secluded, behind closed doors instead of eliminating them.
Graetz, F., & Smith, A. C. T. (June 2010). Managing organizational change: A philosophies of change approach. Journal of Change Management 10(2), 135–154.
This paper will be broken down into six sections profiling each critical part of implementing and managing change in an organization. The sections included are; outline for plan creating urgency, the approach to attracting a guiding team, a critique of the organizational profile, the components of change, and how to empower the organization.
Palmer, I., Dunford, R., & Akin, G. (2009). Managing organizational change: A multiple perspectives approach (2nd ed.). Boston, MA: McGraw Hill
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.
We, as a society, were brought here to this point in time by the way the world has transformed and how we have transformed it to suit ourselves. Socioeconomic and cultural changes continue to happen every day as we progress and record history. A transformation by dictionary definition is simply a thorough or dramatic change in form or appearance. A transformation’s definition in the historical context however can have a whole variety of connotations. Transformations throughout history have taken place in the forms of grand technological innovation that greatly improved lives, as well as large scale domino effects with consequences that generally worsened them.
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
...ess of the organizations inclination to change; the staffs skills and competency; magnitude of revolution capability and decision-making strategy. This change must be pertinent to the organizations objectives and to its members; opportunities for the members of the organization to make informed and prudent choices for a prudent decision-making.