Week 8 - Integrative Paper - 1Running Head HOW THE HEART OF...

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1Running Head: HOW THE HEART OF CHANGE INFLUENCESHow does the Heart of Change Influence My Behavior as a Manager?Webster University
2Running Head: HOW THE HEART OF CHANGE INFLUENCESThe objective of this paper is to compare and contrast the concepts between Kotter’s “The Heart of Change” and Ivancevich’s “Organizational Behavior Management” textbooks. In addition to providing a comparison, I will use this paper to show how the concepts in the Heart of Change are consistent and or inconsistent with the themes we have reviewed thus far throughout the course. Upon completion of The Heart of Change, I have determined that Kotter’sresearch is specifically targeted towards experience in the industry compared to the textbook which is based off of research and theories. Both have very similar concepts however they are depicted differently. All business will experience some sort of change throughout the lifespan of the organization’s lifecycle. However, change isn’t immediate and that is what Kotter explains, for change to be successful, there are eight stages of change that must be adhered to in order to maximize its benefits. Kotter shows the eight stages of successful large-scale change. The eight stages are the need for urgency, guiding team, visions communications, empowerment, short term wins and don’t let up and make changes stick. (Kotter, 2002) A comfort zone is great, but nothing can ever grow from there. This is why “change” can be a frightening and overwhelming experience. Most of us have experienced changes to our personal and professional lives which were either beneficial or negative, regardless of the change; it is an opportunity that is important for growth. Although, what really is change? What does it entail and how does it affect organizations and its employees. The world is becoming technology based and with the advancements of technology will require society to be flexible and versatile for survival into the upcoming generations. It all is easier said than done. With change comes hesitation, however with a well thought out plan and engaging individuals to be part of the plan will lead the way to have an emotional commitment to change and packaged withthat is initiative, trust and communication.
3Running Head: HOW THE HEART OF CHANGE INFLUENCESIncrease Urgency. Kotter states that this is the first step that must be taken in initiating change and “without enough urgency, large scale change can become an exercise in pushing a gigantic boulder up a very tall mountain.” (Kotter, 2002, p. 15). He then goes on to explain that there are four behaviors that will interfere with needed change. These behaviors are complacency, immobilization, deviance, and a pessimistic attitude. These behaviors originate from feelings of arrogance, fear, panic, anger, hesitation and or self-importance. “Even in situations in which change is clearly the best choice, there may be fear, anxiety, and resistance.

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