change management

change management - Introduction Managing the change in the...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
Introduction Managing the change in the organization will lead in the success of the organization and by using some simple principals. Achieving personal change will be more successful too if you use the same approach where it is relevant. “Change management entails thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes” (Alan chapman, 2005). John P Kotter is a famous professor who had made some simple principals about the change. John Paul Kotter basically is professor in Harvard business school and widely regarded for his research on organization change management. Kotter summarized the change model into eight steps and explains the achievement of change in the organization. Thus regardless many of the organization have applied his model of organization change management. In this paper, I am critique the change proposal of Kevin yu, senior vice president at wildewear corporation by using kotter’s 8 step change model, Lewin's "unfreeze, change, re-freeze" model, and c) the model of "positivism" or Appreciative Inquiry. Kotter’s 8 Step change model Step 1: Create urgency Step one of kotters change model defines, for any change to happen, it is important for whole staff or employees should be agree on change. Develop such effective kind of urgency in between company the need for change which helps your motivation to get things step forward. According to Kevin yu change proposal he want to explained each and every thing more deeply to Serjit and also want his opinion on change proposal. Moreover , isn’t much simply for Kevin to showing statistic and figures to getting the vote in the favor change proposal, he should open an convincing and honest dialogue regarding what’s going in the marketplace with your opposition. If majority of people start discussion on change, the urgency can feed and make on itself. Step 2: Form a powerful coalition Step 2 nd of kotter change model defines, convince employee or people that change is very important. This can be often takes strong leadership and clear & visible support from people
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
within in company. Managing change is not only enough, have to guide it. According to Kevin
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 06/23/2011 for the course BUSINESS 2293 taught by Professor Mummzy during the Spring '11 term at Langara.

Page1 / 5

change management - Introduction Managing the change in the...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online