CULTURAL CHANGE AT EDITH COWAN UNIVERSITY
LEADERSHIP AND CHANGE MANAGEMENT MBA 5603
LIBO CHENG 10104718
YU HUANG 10096617
GLORIA MWINZI 10239352
DATE 16TH June, 2012
EXECUTIVE SUMMARY 4 INTRODUCTION 4 BACKGROUND 4 Change event 5 Scope 5 Justification of the change 5 Research questions 6 LITERATURE REVIEW 6 Type of change 6 Model of change 7 Hard System Model of Change 7 Soft System Model of Change 7 Drivers of change (external environment) 8 PESTEL 8 SWOT 8 Force field analysis 9 METHODOLOGY 9 Research ethics 9 Methodology Statement 9 Study limitations 10 RESEARCH FINDING AND DISCUSSION 10 Report a summary of data …show more content…
Samson & Daft, (2009) defined organisational change as the adoption of a new idea or behaviour by an organisation.
Type of change
ECU is undergoing cultural change. According to Plowman (2007), organisational change can be determined in terms of its pace and scope and there are four categories of change namely: continuous, episodic, convergent and radical. ECU is undergoing a continuous and convergent change which is change that basically does not really alter the organisation, it just develops the system. This means that the organisations systems and practices will be improved but the template will be left in place (Senior & Swailes, 2010). ECU is providing students and staff support to quit smoking as a way of making this change as easy and manageable as possible .They hope to implement this change gradually in the next 12 months.
Model of change
This report follows the hard (difficult) and