Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Organizational Change
Role of the Change Agent in Organizations
Simply put, the role of any change agent in an organization is be the force of positive change in the roles, responsibilities and processes people rely on to do their jobs, and the company relies on to attain its goals. In changing these aspects of any organization, inevitably there are major changes to information technologies and systems that are used for generating the insights that lead to rapid innovation as well (Birkinshaw, Hamel, Mol, 2008). Change agents are critical for the growth of any enterprise, as they often provide honest, candid and compelling reasons why processes, people, and systems must change in order for the organization to survive (Sande, 2008). Change agents must have a very high level of credibility and trust in the organizations they seek to change (Zigarmi, 2008) as these values are crucial for their change to be lasting. A change agent also acts an evangelist in many ways as well, seeking to persuade and gain cooperation from decision makers who decide to change processes and the roles of people as well. A sign of a healthy organizational culture is the continual encouragement of change agents and passionate employees seeking to change processes, people's roles and systems for the better (Zigarmi, 2008). Change agents must address both the process-centric and people-based aspects of change for lasting contributions to be made to their organizations. Theirs is the role of disruptor of the status quo, as in many organizations there is a tendency to become lethargic and complacent about the need for change. Instead, change agents are more comparable to disruptors of change who should not be silenced but encouraged instead (Zigarmi, 2008). Change agents are the one force that will propel any organization or company to continually improve, no matter how painful or difficult the change is.
References
Julian Birkinshaw, Gary Hamel, Michael J. Mol. (2008). Management INNOVATION. Academy of Management. The Academy of Management Review, 33(4), 825-845. Retrieved January 27, 2009, from ABI/INFORM Global database. (Document ID: 1574212121).
Teresa Sande (2008). Taking charge of change with confidence. Strategic Communication Management, 13(1), 28-31. Retrieved January 27, 2009, from ABI/INFORM Global database. (Document ID: 1633743781).
Drea Zigarmi (2008). JUST LEADERSHIP: CREATING a VALUES-DRIVEN COMMUNITY. Leader to Leader, 2008(47), 33-38. Retrieved January 26, 2009, from ABI/INFORM Global database. (Document ID: 1409198221).
Organizational Change: Role of the Leader Being America's largest civil rights organization, the Human Rights Campaign (HRC) largely concerns itself with the role of improving the lives of lesbian, gay, bisexual, and transgender (LGBT) persons "by advocating for equal rights and benefits in the workplace, ensuring families are treated equally under the law and increasing public support among all Americans" (HRC, 2014). Capitalist structures have facilitated the campaign's operations -- there
Changing role of HR management in response to trends in globalization, technology, diversity, e-Business, and ethics Human resources management of any organization has many functions which it continues to perform. One major function is that is provides the organization with the necessary human resources for it to continue in its day-to-day activities. The business environment in which companies operate is quite dynamic and is exposed to various internal and external factors
Organizational Change in the Public Sector This research proposal explores the feasibility of management in the public Sector as an organizational paradigm and new model in organizational development. The literature review reviews numerous journal articles that explore on the key concepts of change management strategies from a public sector project management perspective. The authors suggest that employee's participation, effective feedback across the board, and empowerment of subordinate staffs is a major
Organizational Change Management Plan The pervasive adoption of home care treatment programs over their more costly and less flexible institutionalized counterparts is forcing rapid change throughout the healthcare industry. Many of these changes are predicated on serving the patient more effectively, and this often encompasses their treatment programs, the level of patient satisfaction attained with their remote care, and the effectiveness of remote support and treatment from trained healthcare professionals. Telemedicine's
Exploring the complex web of meaning and interpretation attached to concepts like nostalgia would illuminate aspects of resistance in ways that current rationality-based theories do not. Greater attention to affect, identity, symbolism, aesthetics, and related subjects would provide a useful balance to change and innovation research. It is important to acknowledge the many sides of human beings and consider how they may figure in starting, sustaining, and resisting change. We
This means training that is focused on increasing the knowledge economy of the transforming firm rather than in simply standardizing processes. According to the text by Chapman (2009), this may even call for a change in the linguistic approach to this process. Chapman advises that "training implies putting skills into people, when actually we should be developing people from the inside out, beyond skills, ie., facilitating learning. So focus