The problems and challenges facing organizational leaders, organizational development experts and endstream endobj startxref %PDF-1.5 %���� 1775 0 obj <>stream �t< endstream endobj 48 0 obj <> endobj 49 0 obj <>/ExtGState<>/Font<>/ProcSet[/PDF/Text]/XObject<>>>/Rotate 0/StructParents 0/TrimBox[24.0 24.0 546.0 780.0]/Type/Page>> endobj 50 0 obj <>stream 0 The motivation for the research is the participation in the case study. 73 0 obj <>stream Q��#�S�Z��9��a~�b��H���y�T. h�bbd``b`f�@�i6�`e�����uH���Ā��1�5H �G@b�/&F�} SI#�3n�` �D 0 A professor at Harvard Business School and world-renowned change expert, Kotter introduced his eight-step change process in his 1995 book, "Leading Change." Download full-text PDF Read full-text. It requires an intimate understanding of the human side, as well — the company’s culture, values, people, and behaviors Download full-text PDF. T Change must be managed realistically, without false hopes and expectations, yet with enthusiasm for the future. HANGE management models and research are still relevant for the twenty-first century. %%EOF endstream endobj startxref The problems are not with their relevancy or their worth. To date, two basic approaches to change in theory and practice can be observed, , ��(1 T It is important that management deal with the fears and concerns triggered by change in an honest manner (Monaghan, 2009; Team Technology, 2014). Many originate with leadership and change management guru, John Kotter. CHANGE THEORIES P Below are samples of both classic and current change theories. 1751 0 obj <> endobj 3. h��RKkQ��N��y���y5 XI�m�Ffb^���hAU���B#�9P��H����و�n� �*UHHl��"�*�n\yo\�O�����|�^8 �h@\���������_�s���̇^�1�G�&������IcԚ�L\���KI[YI~1�f+��l?�s���|��uf����-�E��{�i�d�*J�}��J�#F����|�����]y�~��pnYYc7�� �̰��Ј���L:/��g�k�Re��j�d�ш h޴��R�8ǟ�w��v:���L��$��.��P` |�H���� ���H���M ��x4�IG���$�$��i�ĵ��0���ǚK|�"�G�ª��� bڶK. %%EOF There are many theories about how to "do" change. In general, change management theories are based on making people willing to change and on avoiding resistance (Saetren and Laumann 2015b). 1760 0 obj <>/Filter/FlateDecode/ID[<9588B3AA28294A46BD859B547D86C1D3><7C3B093443678C40B92B04D1D0ED3180>]/Index[1751 25]/Info 1750 0 R/Length 70/Prev 1035422/Root 1752 0 R/Size 1776/Type/XRef/W[1 3 1]>>stream Approaches to Change Management | 54 the motivation for change; and the focus of change; and The Harvard group also looked at the consultant’s role in change, and at the types of change that is being researched. Kotter’s 8-Step Model for Change. We look at his eight steps for leading change below. IW�n��vsf��-��̜�k��?Pe�9�i�d����UgS����-m{������w[N�*�"�l�-�@�mv� �{�T��k����,�P��R$��ȍ�ق˒�8Є����2�\A0�3n��LABM�D�&(��-� Y 47 0 obj <> endobj As the author has taken h�b```"s )��π �@1V �X �,Q�`���� �Q�����Q�b�Ж�ײ�-��2�q�N� '�ۼ�v��H�W�渄�H����T��^�=�&800Xt400��wtt M R@^x���B��+:�,��a���bQ� #/ˎ�Ng���%�B�Y��^�����8���5�� �``X!�D�p�J30l� ex` sNB� John Kotter is a leading authority in the change management … of change management Success at large-scale transformation demands more than the best strategic and tactical plans, the traditional focus of senior executives and their advisers. h�bbd```b``� � ��D2��f`�K@���F[�H��0``bd`K�b`����7�g� � ine and analyse three specific theories of change management and how do these models and theories works in practice and how they are used in connection with other studies or re-searches. 61 0 obj <>/Filter/FlateDecode/ID[<055C50336896864C988D63BC698D6D9E><086A3D9A42E5B64AA3866A1623FBD439>]/Index[47 27]/Info 46 0 R/Length 79/Prev 47004/Root 48 0 R/Size 74/Type/XRef/W[1 2 1]>>stream %PDF-1.6 %����

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