Managing Change

Images of Managing Change

• In this lecture, we will utilize assigned resources which provide us with six images of managing change. Each of the images are all based on differing assumptions. Selecting two of these images to be discussed,  we will also evaluate each image and compare and contrast the role that the images play within the change process.

     One image is known as the change manager as coach. This theory is that change managers have the ability to change, alter or shape the organization he or she manages. For example, from reading the text, it can be identified by the fact that this point of view is supported by the OD theory, also known as organizational development theory. The OD theory explains how the change manager’s image would focus greatly on specific values like humanism, democracy, and development. Most every intervention is followed by a goal to develop specified skill. The purpose of this image is to help organizational members to better understand and to solve their own problems. Overall, this plan is expected to produce results with less resistance as well as with an increased level of speed and a higher commitment level.

     Another image is known as change manager as the interpreter. This image helps members to develop an understanding as well, which is similar to the change manager as coach. For example, this image helps members to develop a more effective understanding of occurrences and events within the organization.  Concerning groups who do not hold interest or do not hold similar views, which Is also similar to the characteristics of the change manager as coach. This model was developed to clarify one’s actions and demand. This image perceives the level of usage should be low enough to intervene, requires minim levels of detention and action.

References

Palmer, I., Dunford, R., & Buchanan, D. (2017). Managing organizational change: A multiple perspectives approach (3rd ed.).