Managing Organisational Change Essay Example | Topics and Well Written Essays - 500 words - 1

Managing Organisational Change - Essay Examplege in the nerve that there are sort management models and dynamics of change theories to serve as guides in the cases of change in the organization.The major cause of the problem in the case study is approach. The approach with which the industrial train went about his change is to blame for the problems that were encountered. This argument is made against two of eight dynamics of change lessons suggested by Fullan (1993) and quoted in North Central Regional Educational Laboratory. According to Fullan (1993), You cant mandate what matters. The more complex the change, the less you can force it. In fact, the change desired by the engine driver was a very major change that should have gone through a series of step-by-step processes in implementing. The engineer seemed to be in a hurry to make the change and perhaps his glory shine. He was therefore eager to force the change (forgoing how his team attracter felt about it). The second po int raised by Fullan (1993), which is closely related to the first is that unmarriedism and collectivism must have equal power. at that place are no one-sided solutions to isolation and group think. For this reason, the engineer should have worked more on convincing all stakeholders in the department to fully actualise him before implementing the change and in implementing the change he should have factored in the views and ideas of each and every stakeholder to the latter.Looking at the kind of change that the industrial engineer wanted to undertake, it is the kind that can be described as individual change. For this reason, ADKAR model for individual change developed by Prosci is recommended for future changes of that nature. Proscis model of individual change is called ADKAR - an acronym for Awareness, Desire, Knowledge, Ability and Reinforcement (Prosci, 2010). From the ADKAR model, the industrial engineer should have sensitized an Awareness of the need for change among all s takeholders in the team, sort the