Background Literature
Before presenting my analysis of potential opportunities and my recommendations, I would like to present some background information pertaining to organizational change and change management techniques. For decades, theorists have explored and expanded different schools of thoughts regarding the cause and effect of organizational change. As well as information discussing how certain change management techniques can help eliminate organizational resistance that occur during these changes.
When an organizational change relate to changes in leadership and management, there does not exists a “one-size fits all” change management model (Burnes, 1996, para. 51). The reason is these changes are disrupting an organizational …show more content…
249). In other words, organizational culture is defined by cultural patterns that employees perceive on a daily basis that describe their organization’s identity (Robbins & Judge, 2014, p. 249). Therefore, the change agent’s primary focus should be anchoring and communicating the new organizational culture under the next generation of management (Appelbaum, Habashy, Malo, & Shafiq, 2012). In doing so, this will help sustain the support of the new culture and new …show more content…
11). His change management model is based on two key assumptions. First, organizational changes are short-lived which causes employees to revert back to old habits which is an individual source that contributes to organizational resistance (Burnes, 1996, para. 11). Second, in order to maintain permanence, the organization has to first discard the old value system in order to establish the new value system (Burnes, 1996, para. 11). The reason is the new value system cannot be fully embraced by the organization, if the old value system is still active (Burnes, 1996, para. 11). This will cause a state of confusion. However, change agents cannot abruptly switch over to the new value system. This will cause employees to feel unsafe because they fear the unknown with the new culture. This can impact power relationships and how groups relate to one another. Therefore, the move step is critical because the change agents are communicating the why, how, and what changes of the new value system (Appelbaum, Habashy, Malo, & Shafiq, 2012, p. 766). The move step allows the change agents to anchor the new organizational culture before solidifying
Before presenting my analysis of potential opportunities and my recommendations, I would like to present some background information pertaining to organizational change and change management techniques. For decades, theorists have explored and expanded different schools of thoughts regarding the cause and effect of organizational change. As well as information discussing how certain change management techniques can help eliminate organizational resistance that occur during these changes.
When an organizational change relate to changes in leadership and management, there does not exists a “one-size fits all” change management model (Burnes, 1996, para. 51). The reason is these changes are disrupting an organizational …show more content…
249). In other words, organizational culture is defined by cultural patterns that employees perceive on a daily basis that describe their organization’s identity (Robbins & Judge, 2014, p. 249). Therefore, the change agent’s primary focus should be anchoring and communicating the new organizational culture under the next generation of management (Appelbaum, Habashy, Malo, & Shafiq, 2012). In doing so, this will help sustain the support of the new culture and new …show more content…
11). His change management model is based on two key assumptions. First, organizational changes are short-lived which causes employees to revert back to old habits which is an individual source that contributes to organizational resistance (Burnes, 1996, para. 11). Second, in order to maintain permanence, the organization has to first discard the old value system in order to establish the new value system (Burnes, 1996, para. 11). The reason is the new value system cannot be fully embraced by the organization, if the old value system is still active (Burnes, 1996, para. 11). This will cause a state of confusion. However, change agents cannot abruptly switch over to the new value system. This will cause employees to feel unsafe because they fear the unknown with the new culture. This can impact power relationships and how groups relate to one another. Therefore, the move step is critical because the change agents are communicating the why, how, and what changes of the new value system (Appelbaum, Habashy, Malo, & Shafiq, 2012, p. 766). The move step allows the change agents to anchor the new organizational culture before solidifying