Mgt435: Organizational Change

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Change Model Assignment Brenda Armstead MGT435: Organizational Change Instructor: Georginne Parisi May 7, 2012 There are many models that can be used for successful organizational change. Winners respond to the pace and complexity of change. They adapt, learn and act quickly. Losers try to control and master change in the environment. It is important for organizational leaders to identify and use a model for transformation that will help their organizations survive and flourish in the next century and beyond. Short-Term Change Model Kotter’s Strategic Eight-Step Model: 1) Change means uncertainty about what the future looks like. Uncertainly makes people uncomfortable. Furthermore, people tend to mistrust things about which they are uncertain. That is why people avoid change. To encourage people to assist with the change, you must create a sense of urgency (Kotter, 1996, 1998) 2) You can try and battle the resistance to change that people have by yourself, or you can make your life much easier by enlisting the help of others. To counteract resistance, one option is to form a powerful coalition of managers to work with the most resistant people. 3) While it is not impossible to get things done without a definite plan of action, it is much simpler (and you get more cooperation) if there is a clear plan in place. Creating a vision and the strategies for achieving the vision will help expedite the change. (Kotter, 1996, 1998). 4) If people do not know that change is coming or has occurred, they are more likely to resist the change. 5) Remembering once again that people tend to prefer the status quo and are apprehensive about new experiences, they must be encouraged or inspired to change. Also, if you want them to do something new, you will probably get more cooperation from them if you teach them how first and then give them
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