References: Leban, B., & Stone, R. (2008). Managing Organizational Change (2nd ed.). Retrieved from The…
Palmer, I., Dunford, R., & Akin, G. (2006). Managing Organizational Change. New York, NY: McGraw Hill - Irwin.…
Frank Blake, named chairman and CEO when Robert Nardelli resigned is making his own mark on improving the company. Blake has given stores more leeway to select products that are tailored to specific markets, moving away from a more centralized purchasing structure under Nardelli.…
Leading Change is broken up into three parts. Part one begins by discussing the potential downside of change and the eight errors commonly made during transformation efforts and their consequences. He then goes into detail on the economic and social forces that drive the need for major change in today’s organizations. This is also where Kotter introduces his eight step process for creating change. In Part two Kotter goes into great detail about his eight step process for successful change highlighting what to focus on and avoid at each step of the process. Part three looks at the implications for the 21st century, he goes into detail about the organization of the future and talks about sustaining that success through leadership and lifelong learning.…
Today, organizational change has become an adaptive approach to strengthening and accelerate organization’s desired achievement. For businesses, change is a game-changer that allows them to survive the dynamic competitive environment. Consequently, the fluid state of industries and the market for products have become a major reason for auditing change and deciding when to undertake them. In reality, the transition from one form of business to another or changing mode of operation is not a walk in the park. Of many organizations that attempt to alter their operations, a few become successful. The paper seeks to examine various ways of communicating change and importance of pursuing change as a process.…
References: Leban, B., & Stone, R. (2008). Managing organizational change (2nd ed.). Hoboken, NJ: John Wiley & Sons.…
The purpose of this book is to make us see that nearly all-operating prescriptions for creating large-scale corporate change are nothing but myths and that changes do not happen from one day to another by a miracle, the change from good to great is the result of a successful plan who is composed of steps, so that the mass of people would gain confidence from the successes, not just the words.…
John Kotter and has produced a great book that contains a wealth of wisdom and insight. While it looks and reads like a simple book, it is anything but simple. The message which Kotter is able to make clear goes much deeper than the surface story of a colony of penguins in search of answers pertaining to their survival on an iceberg. He easily describes a scenario through a penguin colony that any person can relate to and think about in a more in-depth manner.…
Palmer, Ian. Dunford, R., & Akin, G. (2006). Managing Organizational Change. Retrieved from The University of Phoenix eBook Collection…
References: Burke, W. W. (2011). Organization Change Theory and Practice. Los Angeles: Sage Publications, Inc.…
‘Our Iceberg Is Melting’ is a story about a penguin colony having to adapt in an ever-changing world. Based on the award–winning work of Harvard’s John Kotter, it is a story that has been used to help thousands of people and organizations. This charming story illustrates key truths about how to deal with the issue of change: handle to challenge well and you can prosper greatly: handle it poorly, and you put yourself at risk. The characters in this fable are like people we recognize, even ourselves. Their story is one of resistance to change and heroic action, confusion and insight, seemingly intractable obstacles and the best tactics for dealing with those obstacles. It is a story that is occurring in different…
Kotter’s Change Phases are an outline of phases that can be utilized to help organizational changes become successful. Kotter’s eight steps or change phases are “1. Establish a sense of urgency 2. Create a coalition 3. Develop a clear vision for the change 4. Share the vision 5. Empower people to remove obstacles 6. Secure short-term wins 7. Build on the change 8. Anchor the change in the corporate culture” (Phillips & Gully, 2014). Each of these steps highlights the ways in which changes can not only be carried out by the organization but also help the organization successfully achieve positive results from the newly implemented changes. Establishing a sense of urgency helps all parties realize that the change is needed and helps to motive…
The book is all about how to bring and lead a successful change under any conditions in an organization. The Author has nicely brought out his eight step process of successful change through a very effective and simple story of emperor Penguins, living in the Antarctic on an iceberg.…
“If it is any use to know it, I always try to write on the principle of the iceberg. There is seven-eighths of it underwater for every part that shows.” Ernest Hemingway is known for using this unique style of writing, in which he presents the story in a way that something as simple as the scenery conceals a deeper meaning. Hemingway’s famous short stories “A Canary for One” and “Hills Like White Elephants” are two perfect examples that display Hemingway’s Iceberg Theory at it’s best.…
An alternative to the eight steps suggested by Kotter and Cohen is the Model of Organizational Change and Development. This model operates in this way: forces for change affect performance outcomes, which are the focus of diagnosis of the problem, which leads to the selection of appropriate methods, as constrained by impediments and limiting conditions, followed by implementation of the method, which is the provision for program evaluation, and lastly feedback is provided to begin the change process over once again (Ivancevich, Konopaske & Matteson, 2014, p. 514). Operating in a similar manner to the eight steps used in Heart of Change, the Model of Organizational Change and Development also uses specific steps that have been considered essential to successful change management (Ivancevich, Konopaske & Matteson, 2014, p. 513). In both approaches to change, the need for change is ever present for organizations to achieve success in…