An analysis of various theories of change management as they relate to GE Lightings' IT strategies.
Written in 2007; 2,508 words; 8 sources; MLA; $ 76.95
Paper Summary:
This paper evaluates the validity and value of five different models or theories of organizational change as they relate to GE Lightings' IT strategies for partner relationship management (PRM), order capture and order management integration projects. The paper also defines, in detail, the human implications of major organizational change and focuses on changes that result from the implementation of new technology.
Table of Contents:
Overview of the DICE Model
Business Process Reengineering
Exploring Lewin's Model
Exploring the Speed of Change Model
Theories E and O of Change
The Implications of GE Lightings' IT Strategies relating to Change Management
Success Factors in managing Change Management
Conclusion
From the Paper:
"Change management defies platitudes on the one hand, and hard measures on the other. It is a social science at best. For change management to occur, leadership must get behind the goals and objectives, and not just give them lip-service but exemplify the new mentality based on the insights they have. The best practices in change management have more to do with describing and fulfilling a vision first and less about the quantification of the steps made, indeed the baby steps made by many companies in changing. The vision and passion of a strong leader will revolutionize their companies over and above any staid and measured strategy. A leaders' passion for change is critical."
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