Introduction
In today’s dynamic nature of competitive landscape, leaders should possess the change management skills to assess, promote, and sustain the change to propel the organization in the progressive direction of economic stability (Banutu & Shandra, 2007; Macphee & Suryaprakash, 2012; Staren & Eckes, 2013). In an era of high stakes accountability, leaders should carefully investigate the models for assessing the readiness of organization for change and the theoretical foundations of change (Baesu, & Bejinaru, 2013; Park & Krishnan, 2003; Peters & Searby, 2012). Human capital and financial capital have to be evaluated before applying the change initiatives.
Factors of Organizational Change
In today’s chaotic ever-changing rapidly changing …show more content…
Some of them are old enough to stand the test of times such as Kotter’s change model, Lewin’s three-stage model, etc. Some new ones emerged and are implemented with great success such as Theory O, which is to implement change at rapid, and dramatic disruptive level of downsizing the organizations. An astute leader chooses one model or mixes two three models for change initiatives according to the consultant’s recommendations and according to the assessments of readiness. Lewin’s three-stage model involve ‘unfreeze-change-freeze’ process (Marks & Mirvis, …show more content…
Leaders should possess emotional intelligence (EI) to handle the growing demands of the volatile industries and attracting and retaining the qualified employees (Batool, 2013; Chrusciel 2006). Communication skill is the top most important skill for the leaders to keep the dialogue going in the most sincere and honest manner. With this skill leaders can convey the sense of urgency for the change initiatives to be started, which is the first step in Kotter’s change management
In today’s dynamic nature of competitive landscape, leaders should possess the change management skills to assess, promote, and sustain the change to propel the organization in the progressive direction of economic stability (Banutu & Shandra, 2007; Macphee & Suryaprakash, 2012; Staren & Eckes, 2013). In an era of high stakes accountability, leaders should carefully investigate the models for assessing the readiness of organization for change and the theoretical foundations of change (Baesu, & Bejinaru, 2013; Park & Krishnan, 2003; Peters & Searby, 2012). Human capital and financial capital have to be evaluated before applying the change initiatives.
Factors of Organizational Change
In today’s chaotic ever-changing rapidly changing …show more content…
Some of them are old enough to stand the test of times such as Kotter’s change model, Lewin’s three-stage model, etc. Some new ones emerged and are implemented with great success such as Theory O, which is to implement change at rapid, and dramatic disruptive level of downsizing the organizations. An astute leader chooses one model or mixes two three models for change initiatives according to the consultant’s recommendations and according to the assessments of readiness. Lewin’s three-stage model involve ‘unfreeze-change-freeze’ process (Marks & Mirvis, …show more content…
Leaders should possess emotional intelligence (EI) to handle the growing demands of the volatile industries and attracting and retaining the qualified employees (Batool, 2013; Chrusciel 2006). Communication skill is the top most important skill for the leaders to keep the dialogue going in the most sincere and honest manner. With this skill leaders can convey the sense of urgency for the change initiatives to be started, which is the first step in Kotter’s change management