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.).

Change Initiatives

Change Initiatives

• Let us first discuss an article that reviews an organizational change initiative.

     In the process of business operations, normal levels of resistance might increase. From reading the article, it can be identified that there are a number of different reasons why resistance might develop. Change may occur at any time. Some changes might be successful while other organizations might fail in their change operations. For example, the article I chose to present is titled,” The Emerge of Change In Unexpected Places, presents a theory that perceives change convenience to be the most likely place that most changes will occur where there is a limited party of interested individuals.

• Next, we will summarize the article and discuss the successes and failures of the change process. Then, we can analyze the strategies used for the change process and why they were a success or failure.

     The article that we will discuss involves attempted initiatives involving the distribution of power. This article is titled, “Community care contract management practice. Strategic change initiatives help to shape the organization’s willingness to change. Although active opposition can help the organization to reproach by demanding more time for further attempts. Successful procedures help to influence attempts to replicate development in other areas and practices.

    In this case, all attempts to make these changes had failed and had been unsuccessful. For example, concerning costs, streamlining monitoring meetings were unsuccessful. The main reason was said to be because most change managers relied on existing procedures. However, their unwillingness to change can shape negotiations and implementation of the change process overall. Reconceptualizing the actual change to develop needed resources along with the construction of values in the process. Undetermined values would limit the ability to predict developments. However potential resources can explain a decline in value, which helps to shape power and increasing the interest of organizational members. Space has also been proven to be a valuable aspect of power and change resources as well. Resourcing space enables direct actions. Therefore, the company has focused greatly on actions that are mobile. However, many have argued that resourcing space might produce unexpected results. This change process has failed as well.

References

Palmer, I., Dunford, R., & Buchanan, D. (2017). Managing organizational change: A multiple perspectives approach (3rd ed.). Retrieved from https://www.vitalsource.com. Wiedner R, Barrett M, Oborn E. The Emergence of Change In Unexpected Places: Resourcing Across Organizational Practices In Strategic Change. Academy Of Management Journal [serial online]. June 2017;60(3):823-854. Available from: Business Source Elite, Ipswich, MA. Accessed November 26, 2017.

What is a Freshman?

     The term Freshman is defined to identify any student who is in the first year of a high school, university or college. A freshman is any new student or an undergraduate within these educational institutions. For example, any student who is in their ninth year of high school would be considered a high school freshman. Any college student who is attending the college for their first year would be known as a freshman at that university.

What is a Scholarship?

     Scholarships are very similar to grants because there are no requirements to repay the funds. Scholarships are awarded to students to cover educational expenses. Choosing when, where and how to apply for a scholarship can be determined by the student based on his or her grade average, his or her skills, and or his or her levels of interest.

What is a Student Grant?

     A college Grant helps to provide money to college students. These particular types of educational funds can be obtained from a number of different sources. For example, teaching grants and federal grants are offered to students who qualify.