Managing Organizational Change and Innovation Essay examples
We will consider the issue of the effectiveness of change agents by briefly describing “effectiveness” and then weaving definitions, theory and evidence into three issues: 1) roles and expectations, 2) the internal-external change agent interface, 3) the implications of power dynamics. Ultimately, we will conclude that like managers, change agents will be more or less effective, depending on how well they understand and advantage themselves of the choices available in the context of their particular change initiative.
We will use Burnes’ (1998) definition of “effectiveness” as “the ability or power to have a desired effect.” By “desired effect,” we mean the outcomes that are desired by those who have set the objectives for the change initiative, mostly likely from a unitarist perspective.
#1: Issue: Role and Expectations
Limiting this issue to the role of the external change agent (CA) in organizational development (OD), a broad range of roles could be described, ranging from counseling, almost therapeutic approaches (e.g. Fordyce& Weil, 1971; Huse, 1975, Argyris, 1979) to catalysts (French & Bell, 1971) to the distinction that Schein (1988) makes