Theheartofchange.docx - The Heart of Change 1 Roland Avie...

This preview shows page 1 - 4 out of 7 pages.

The Heart of Change 1 Roland Avie The Heart of Change MNGT-5590 Dr. Chad Gruhl May 18, 2017
Image of page 1

Subscribe to view the full document.

The Heart of Change 2 Introduction The heart of Change by John Kotter and Dan Cohen describes how change can be a good tool to an organization. With our text, organizational behavior, it also tries to describe how to change can make a difference in an organization. In the heart of change it gives an 8-step process to help organize and change an organization. In organizational behavior and management, it shows how you can create change by understanding and organizing Behavior throughout the organization. Both books discuss certain theories on how to change your business. When we speak another business, it doesn't matter if the business is a large business or a beginner business which is usually small. They believe that organizational change can be developed through employees by their emotions. The heart of change and organizational behavior management both rely on a focus on the steps organization can take if they wanted to be better in the future. It begins with step 1 which is to increase urgency. Having an increased sense of urgency in an organization. The heart of change Define urgency as with on your toes behavior that looks for opportunities and problems that energizes colleagues that beings a sense of let's go[Joh12]. In order to implement change a sense of urgency needs to be developed. If you can get your organizational chain to believe that changes needed in a sense of urgency will be developed. As a leader, you can develop a sense of urgency by helping the employees change the emotions toward change. Urgency is very important and will assist in change if it is used in the proper manner. It is also a motivational Factor that employees would begin to feel when they know that change is approaching are needed.
Image of page 2
The Heart of Change 3 When using a sense of urgency to develop change leaders was also decide which areas they would need to change first by noting which one is more relevant than the other period once this decision has been made then you can start the motivational process by implementing urgency. A sense of urgency becomes critical and supporting employees and their emotions, this will be needed if you are expecting change.
Image of page 3

Subscribe to view the full document.

Image of page 4
  • Spring '16
  • Management, Organizational studies, Heart of Change

What students are saying

  • Left Quote Icon

    As a current student on this bumpy collegiate pathway, I stumbled upon Course Hero, where I can find study resources for nearly all my courses, get online help from tutors 24/7, and even share my old projects, papers, and lecture notes with other students.

    Student Picture

    Kiran Temple University Fox School of Business ‘17, Course Hero Intern

  • Left Quote Icon

    I cannot even describe how much Course Hero helped me this summer. It’s truly become something I can always rely on and help me. In the end, I was not only able to survive summer classes, but I was able to thrive thanks to Course Hero.

    Student Picture

    Dana University of Pennsylvania ‘17, Course Hero Intern

  • Left Quote Icon

    The ability to access any university’s resources through Course Hero proved invaluable in my case. I was behind on Tulane coursework and actually used UCLA’s materials to help me move forward and get everything together on time.

    Student Picture

    Jill Tulane University ‘16, Course Hero Intern