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Research Paper # 111676 :: Girolamo Savonarola
A review of the effect that the principles and teachings of Girolamo Savonarola have on today's organizations.
Written in 2009; 3,554 words; 12 sources; APA; $ 99.95
Paper Summary:
This paper examines the case of Girolamo Savonarola, an Italian Dominican priest and leader of Florence from 1494 until his execution in 1498. The first part of this work provides an example of resistance to organizational change in contemporary organizations and conversely, as a catalyst for organizational change. He was known for anti-Renaissance preaching, book burning, and destruction of what he considered immoral art - thus the changes brought about by the Renaissance... but he vehemently preached against what he saw as the moral corruption of the clergy - perhaps a precursor to the protestant reformation. The paper then applies this Renaissance example to contemporary organizations for management of renewal, rediscovery, invention and creativity. The paper maintains that this will assist emerging leaders in their development of new perspectives and strategies to bring health, the dynamics of creative thinking and energy to today's organizations.

Outline:
Objective
Girolamo Savonarola
Example of Resistance to Change in the Organization
Resistance Defined
Vision in Leadership
Fear of Failure
Challenging the Status Quo
Communicating the Vision
Leadership Model
Empowering Others
Transformational Leadership
Summary & Conclusion
From the Paper:
"The work of Albert F. Bolognese (2002) entitled: "Resistance to Organizational Change" states that change in today's economy "is all-pervasive in organizations." Change is continual and "often at a rapid speed" and "because change has become an everyday part of organizational dynamics, employees who resist change can actually cripple an organization." Bolognese states that it is critical that management "understand, accept and make an effort to work with resistance" because otherwise resistance has the power to "undermine even the most well-intentioned and well-conceived change efforts."

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