Table of Contents
Introduction
Change
Management Theories
Summary
of Managing Organizational Change: A
Philosophies of Change Approach
Two
Examples of Different Philosophies
Summary
of Keeping Change on Track
Applications of Change Management
Theories
What
I Learned through the Assignment
Learning
Plan Based on the Gordon Learning Model
Work
Cited
Appendixes
Introduction
This
assignment contains two parts: change management theories and applications of
change management theories. In change management theories section,it summarizes
two required articles and describes two examples of different philosophies
which one of the two articles explained. In applications of change management
theories section, it outlines what I gained through this assignment and my
learning plan based on the Gordon Learning Model.
Change Management Theories
Summary of Managing
Organizational Change: A Philosophies of Change Approach
This
article discusses many business cases in traditional change process, explores
ten different philosophies of organizations with supports and paradoxes and
concludes that multipleand flexible philosophies is needed that mix
consideration of the complexities and dynamics of organizations.
In the traditional change agenda, authors
discuss three cases. Initially, people believe that “unfreezing, moving, and
refreezing” mentioned by Graetz and Smith (2010)illustrates the simple process
of change (P. 136). Second case emphasis on leader’s magic which refers to the
control and ability towards any kind of changes. The third case points out the
power of teamwork which draws a more humanistic picture on it. The traditional
change represents change as a simple process that contains clear beginning,
middle and end and ignores both levels of the organizational and the human
factors(Graetz& Smith, p. 150).
In the Biological Philosophy of change,
authors mention two different ways. The first one comes with natural selection
which means industries adapt to their surroundings otherwise it will be eliminated
by environmental context (Graetz& Smith, 2010, p. 140). This perspective
views within industries but individual organizations. The second one is life
cycle theory which notes as the developmental cycle of an organization. The
change assumed down the road, from beginning to finish.
TheRational Philosophy of change is also
called teleological theories or planned change due to its goal-directed. In
this philosophy, the external factors of change are ignored. Senior manager and
leaders thinkbelieve kind of change is necessary and well-prepared since they
anticipate result will be satisfied. While if unsuccessful change happened,
they will blame it on its unpredictable. For leaders, this is the most common
philosophy of change in decision-making (Graetz& Smith, 2010, p. 141).
TheInstitutional Philosophy of change is
driven by external environment such as social, economic and legal
pressures.Therefore, organizations have to make some changes to adapt it. This
kind of change is not as simple as rational philosophy which senior manager can
plan and foreseechanges. That is also explains why there are many similarities
exit in one industry. Meanwhile, this philosophy of change rends to slow and
hard to control (Graetz& Smith, 2010, p. 142).
In the Resource Philosophy of change,
apparently resource is the primary consideration. Organizations are willing to
acquire as much as resource in order to get their position among competition.
This kind of change is more focus on the capabilities of organization instead
of fit into the environment. The more sources of availability the organizations
have, the larger possibility the organizations will survive. The change could
be small or large also fast or slow depends on how much resources they
organizations seek for (Graetz& Smith, 2010, p. 143).
The Contingency Philosophy of change refers
to unpredictable event happened cause inevitable change. The variable
contingencies require managers make plans for the most relevant and reasonable
action to ensure the stability of organizations. Moreover, the nature of
contingency philosophy is flexible; therefore, the change of this could be small
or large, slow or fast (Graetz& Smith, 2010, p. 143).
In the Psychological Philosophy of change，Graetz and Smith (2010) mentions
that personal and individual experience is the most important source of this
philosophy (p. 144). There two methods of this psychological philosophy. First
method is organizational development whichrefers to an approach of collecting
data about problems and taking an appropriate action. Second approach is change
transitions which transitions rely on personal feelings, emotions and learning to
accept changes.Moreover, This change is a process of personal psychological
adjustment that is slow and on a small scale(Graetz& Smith, 2010, p. 144).
The Political Philosophy of change occurs
when ideas and beliefs are different. Conflicts seem to be the important reason
of this change, and it often involve in persuasion, power and social movements.
This philosophy focuses on gain power through political activity not simply
personal leading. Therefore, the resulting in a change can be internal or external
influence. The change is sometimes unpredictable and time consuming
(Graetz& Smith, 2010, p. 145).
In
the Cultural Philosophy of change,
Graetz and Smith (2010) state that human environment is the underlying reason
of the change. Different value and beliefs make people sharing with each other.
Compared with psychological philosophy, cultural philosophy pays much attention
on collective experiences of change. Obviously, the process of change is often
take a long time, in a small scale and within slow pace (Graetz& Smith, p.
146).
The
Systems Philosophy of change means
changing one piece will influence on the entire organization as a whole.
Similar with a machine, where it has different parts and each part has its own
function. When system philosophy of change happened, other relative parts
within the organization will automatically influence by this change. Thus, the
change here ignores external factor. It has a large scale of influence
(Graetz& Smith, 2010, p. 146).
In
the Postmodern Philosophy of change,
Graetz and Smith (2010) believe that the discourse analysis is crucial factor
which increase the importance of words, symbols and signs. This theory of
change does not emphasize on one single way of how change goes on but different
approaches to take. The postmodern philosophy of change is ambiguity at some
point. Whether postmodern philosophy of change is right or not, it still need
more practice to proof (Graetz& Smith, p. 147).
At
the last part of article, Graetz and Smith (2010) explore the duality of mentioned
philosophies, provide competing and complementary thought of change, and
conclude that as a manager apply multiple philosophical perspectives to
confront the continuity and change.
Two Examples of Different
Philosophies
The two
examples belong to cultural philosophy and psychological philosophy of change
respectively. McDonald example explains how changes conduct driven by human
environment. My personal experience illustrates how psychological philosophy of
change works for me.
McDonald’s
Corporation has the world’s largest chain of fast food in 118 countries.(Cite: Rosenberg) In
order to fit into international market, McDonald’s makes different business
strategies in different. Product localization is one of the strategies. Due to
people’s differentiation on values and beliefs, McDonald is using diverse menu
in different countries to satisfy people’s preferences. For example, in Belgium and France, CroqueMcDofilled with ham and
two slices of Emmentaler chees serves in McDonald’s. Sweet
taro pie is specialized in Chinese market because Chinese like food made by
tuber plant. They think it is quite healthy. As well as in Canada, people order
Poutine instead of Fries.(Cite:
Golden
Arches Abroad: International McDonald's Menu Offerings) In different culture, McDonald makes different changes
to adapt to the local market. Above is an example of cultural philosophy
of change.
Another example is my personal experience
of change applying to psychological
philosophy. For almost every Chinese student aboard, the most period they feel
lonely is when Chinese New Year is coming. In this Chinese traditional
festival, families are all together making dumplings and firework to celebrate
it. However, this is the third year that I could not go back home to be with my
family. In the first year I came to Canada, I was so upset on Chinese New
Yearand afraid to make a phone call to my family. I realized midterms came soon
and needed to adjust my status. I chose change transitions approach helping me
against the negative emotions. It really took few days to get through. Then, I
gradually accepted this fact that I could not go back home for at least next
two years and changed my attitude towards it.
Summary
of Keeping Change on Track
In the article Keeping
Change on Trackwritten by Richard Bevan (2011), he states some pitfalls to change management, seven core factors
that support successful change as well
as assessment questions for each core fact. Leaders are
frequently deal with change on a day-to-day basis, no matter it is successful
or unsuccessful.
The successful
changing case within the article titled Anticipate
the Issues and Plan the Response provides an idea on how to deal with
change. A medical-equipment company plans to merge into a single new organization
which combines many stores in the US and Mexico. This change brings many
questions: how would people retain their job; what reason drive to this change;
what influence on the production cycle, product line and development teams. The
implemental plan start with hiring key executive for outlines the reasons,
purpose and steps of change. The wise step that organization takes is creating
communication programs and conducting a research for the employees in order to
respond any questions, concerns and actions (Bevan, 2011, p. 5).
Bevan (2011)points out some pitfalls in the
process of change include: “ ineffective or missing business case, cost not
recognized, systems not aligned, limited and one-directional communication,
line management support not built, lack of insight into stakeholder issues,
minimal involvement and success assumed.” Manager should pay attain of these
pitfalls and avoid change get off track (p. 6).
Bevan (2011)
also gives an elaborated explanation on seven factors to ensure a successful
change. The following list include seven core factors (p. 7):
·
Clarity:
be clear on the direction of why and how the organization change
·
Engagement:
keep people involvement on their ideas and inputs
·
Resources:provide
resource that change need
·
Alignment:
ensure the inner systems and processes are aligned with change
·
Leadership:
make sure leader at each level are helpful to the change
·
Communication:
conduct a timely, two way flow of communication
·
Tracking:
set clear goals and make adjustment if needed
To ensure
all points are achieved, some assessment questions should be considered such as
are the purpose, direction, and approach defined and documented clearly? Are
needed resources in place and available? And do leaders and managers follow up
on issues? In the article, Bevan mentions some actions could support above
seven factors such us create a brief elevator pitch for managers, maintain and
manage the summary and provide online access to the current version (Bevan,
2011, p. 8).
In the conclusion, Bevan (2011) notes that every
change needs to be well-prepared before it happens. The leadership style, work
climate, and environment are important for preparing a change.
Applications
of Change Management Theories
What
I Learned through the Assignment
To be honest, the first thing I gain
from this assignment is many new English words. As an international student,
reading Managing Organizational Change: A
Philosophies of Change Approach is not an easy task. I spend much time on
reading and understanding the context of the article. The ten different
philosophies of change make me analyze which example belongs to any of those
philosophies whether it is my own experience or an example of a company. I
learn how long these ten philosophies of change will take and what factors
drive to these changes. Some are inevitable and some are limited by resource. Afterwards,
I realize some of thesephilosophies are useful for my personal life such as
psychological philosophy and my future career such as rational philosophy.
Actually, to balance continuity and change could not only focus on one
perspective but also multiple choices.
In the article Keeping
Change on Track, I learned that if I want to be a good leader, what I
should have is the ability to deal with any change in the workplace. The seven
core success factors of change management mentioned by Bevan (2011) sum it all
up: clarity, engagement, resources, alignment, leadership, communication, and
tracking. Furthermore, set clear strategies, communicate with teams, and create
detailed implemental plan are my consideration in the future practice.
Learning
Plan Based on the Gordon Learning Model
Based on the Gordon Learning Model of The Conscious Competence Ladder, I am
currently in the level two stage of conscious incompetence. I am aware that my
abilities are limited and there are a lot of change management skills that I
need to learn. Regarding to apply change management, I need to put my learning
of change management into practice. That will help me move to the third level -
conscious competence. Finally, I move onto the fourth level - unconscious
competence. It requires me apply my theories into practice without
conscious. That will become my daily habit.
Work Cited
GRAETZ, F., & SMITH, A. T. (2010). Managing Organizational Change: A
Philosophies of Change Approach. Journal Of Change Management, 10(2),
135-154.doi:10.1080/14697011003795602
Bevan, R. (2011). Keeping Change on Track.Journal For Quality &
Participation, 34(1), 4-9.
Golden Arches Abroad: International McDonald's Menu
Offerings http://www.delish.com/food-fun/china-mcdonalds-international-menu-options#slide-6
Number of McDonald's Restaurants Worldwide, by Matt Rosenberg http://geography.about.com/od/lists/qt/mcdonalds.htm
Appendixes
Appendix A- CroqueMcDo in Belgium and France (McDonald’s)
Appendix
B- Sweet taro pie in China (McDonald’s)
No comments:
Post a Comment