Leader as a change agent2

Leader as a change agent2 - Leader as Change Agent II-...

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Unformatted text preview: Leader as Change Agent II- Major problem in org.s (know the problems and solutions already- hire ppl that can find problems (inside or outside))- Have learned how org features worked and how to find the source and soln for the problems that a firm will face (the issues is implementation) o 1. Just cant get it implemented (implementation) o 2. Need ppl in the company to change ways of working (innovation make ppl change behavior when you have a new innovation or change) o Org.s and individuals not good at change- Orgs in an era of rapid change- Status quo seems to always win- inability to change themselves hurts most industrialized companies- Forces of change o Wrkfrc- multicultural, highly diverse, baby boomers graying, single parents, need to make accommodations to get and retain talent, o Tech- info tech changing Industries going in and out quickly, Minute you get tech advantage, others copy it Spread of tech change goes across cultural and organizational boundaries (going into China and developing countries , sharing technologies to get access to new markets) o Competition- global competition make it more diff for firms to compete, diff rules and regulations New comers can come in who never heard of can undercut Diff rules and regulations in diff countries o Social trends- e-commerce, cell-phones, rapid communication, diff forms of work, tell-commuting o Politic trends- Russia falling part, china to the fore front economically, Iraq, afghan o Things gonna get more unstable in the future (rapid change) o These forces are gonna continue to spead up and interact in unpredictable ways o Force firms to rapidly change themselves- firms that can outchange other firms get competitive advantage- 2 dimensions of change- timing- when it occured o Reactive- based on something happening and the company changing to match it o Anticipatory change- change in order to anticipate future conditions, to make themselves more competitive for the future Magnitude of change o Incremental- statusquo okay just need to make sm change o Revolutionary change- status quo needs to radically alter, change everything , structure , human resource , way u manage, control system, etc. status quo is fundamentally flawed o Most firms think change is reactive and incremental (adaptation)- problem-solving o Make sm changes after issues- Some firms constantly making sm incremental changes in anticipation of the future- Rev change- squo is not good enough o Dont want to admit this fact- after the fact, re-creation o Being late makes you WRONG- recreation bad- by the time u change environment has already changed 2 more times, changing to the wrong thing...
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Leader as a change agent2 - Leader as Change Agent II-...

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