Analyzes ten change models and theories as they relate to today's business corporations.
Written in 2008; 4,215 words; 10 sources; APA; $ 112.95
Paper Summary:
This paper explains that today's fast-changing organizational environment requires corporations to adapt or risk death. The paper points out that compounding the challenges posed by today's competitive business environment is the growing complexity of organizations themselves. The paper then analyzes ten change models and theories in terms of their purpose, their historical and political perspective, their structure and methods, their strengths and weaknesses, their applications and their process of implementation.
Table of Contents:
Introduction
Models
Evolutionary
Teleological
Life Cycle
Dialectical/Political
Cultural
G.R. Lueddeke-Adaptive/Generative Development (AGD-M)
Peter Senge's Model of Learning Organizations-The 5th Discipline
Personal
Mental Models
Shared Vision
Team Learning
Systems Thinking
Kotter's Eight Stage Process
Pettigrew's Open Learning System
L.E. Bolman & T.E. Deal's Four Frames of Organizational Change
Structural Frame
Cultural Symbolic Frame
Human Resources Frame
Political Frame
Discussion and Conclusion
From the Paper:
"The product/service life cycle is based on the idea that the market demand for any product or service has a finite life and that during its life cycle it passes through distinguishable stages. The market for the product or service needs to be managed in different ways during the different stages of its life as changes occur. Once the market for a product or service has entered the 'maturing' phase, an organization should then stop putting new resources - finance, recruitment, research - into it and begin funneling resources in other products and services in the 'developing' phase."
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