Integrative Paper - Introduction: There are many factors...

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

View Full Document Right Arrow Icon
Introduction: There are many factors that impose organizational change which include technological, international economic and opening market forces. These forces can create more risks and opportunities for organizations. Change is inevitable, in order to successfully bring an organization into the twenty-first century, this must be recognized. There are many ways for an organization to achieve change; some are scientific theories like those stated in Organizational Behavior and Management written by John Ivancevich, while others stated in Leading Change by John P. Kotter believe it’s about paying attention to your employees. One can find the relationship between the books to be fascinating as the authors appear to be consistent in one another’s ideas, but one author, Kotter, offers a situational approach that one can relate to, while the other, Ivancevich, provided the research and theories on the effective use of human resources. John P. Kotter has developed an eight-step process to assist those in need of change to achieve their goals and avoid the areas where processes can go a rye. Kotter’s eight steps are: 1) to Establish a Sense of Urgency, 2) Create the Guiding Coalition, 3) Develop a Vision and Strategy, 4) Communicate the Change Vision, 5) Empower Employees for Broad-Based Action, 6) Generate Short Term Wins, 7) Consolidate Gains and Produce More Change, and 8) Anchor New Approaches in the Culture. While Kotter doesn’t have any scientific proof to back up his theories, there are others like Ivancevich who have conducted research regarding change. Ivancevich uses many theories and research to back up his writings about change in an organizational setting. The theories that I can relate most to Kotter’s approach are those involving motivation. It seems most apparent to me that the motivation of employees is deep rooted into the process of organizational change. Unless employees are motivated to work towards the change goals, the change fail. Without the motivation of employees, organizational change would be unsuccessful. Discussion: The purpose of Kotter’s first stage is to create a sense of urgency. Individuals and organizations need a reason to change. Establishing a sense of urgency is crucial to gaining needed cooperation. With complacency high and urgency low it’s hard to motivate a group of people to work towards a much needed change. (JK 36) Motivation is one of the most important concepts managers can use to improve performance towards the change
Background image of page 1

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

View Full DocumentRight Arrow Icon
effort. In order to motivate people to be involved in the change, Kotter states that “visible crises can be enormously helpful in catching people’s attention and pushing up urgency”. (JK 44) Increasing urgency, especially revealing the negative facts, will give employees motivation to work towards the change.
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 03/06/2012 for the course BUSNIESS 101 taught by Professor Bob during the Spring '12 term at

Page1 / 8

Integrative Paper - Introduction: There are many factors...

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