Theoretical Matrix of Organizational Change - Research Paper Example

Comments (0) Cite this document
Summary
Roger’s Theory Rogers states that the response of individuals to change may be classified into a number of categories. The first category is innovators; these are individuals within the organization, who are always struggling to come with innovative ways of bringing change to processes…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER96.4% of users find it useful
Theoretical Matrix of Organizational Change
Read TextPreview

Extract of sample "Theoretical Matrix of Organizational Change"

Download file to see previous pages However, it should be noted that the contribution of these people is vital for effective change to take place. The fourth category is late majority, which mainly involves individuals who are interested in the results brought about by change before they can devote themselves to the change. The fifth one is laggards, which is composed of individuals who might disagree with efforts aimed at bringing change. In addition, they may also not be effective during the initial as well as the late change phases (Bate, Mendel and Robert, 2008). Kotter’s Theory According to Kotters' theory, change is made of emotional and situational components. Moreover, he developed a model of eight steps where through it change can be managed. These include the development of urgency, creation of a team to guide others, creation of vision, buying communication, enabling actions, creation of short-term advantages, not giving up and making the change stick. In addition, Kotter organizes every step into three similar phases. The initial phase, which is the creation of climate that enables change, entails the first, second and third step. The next phase is engaging and enabling the entire organization; moreover, it entails step four, five and six while the last phase involves implementing and sustaining change; additionally, it encompasses the seventh and eighth steps. This theory involves gradual change that eventually becomes permanent, during the period of implementation; thus, an organization can enjoy various changes that are taking place. Therefore, when the change is complete it is anchored into an organization’s policies, and it becomes permanent. This theory mostly involves the person who comes up with the idea to make changes since it is his or her responsibility to see it successful. In addition, Kotter’s change theory is relevant in healthcare since it is capable of enhancing patient safety. Moreover, the theory offers opportunities for innovations capable of improving the safety of patients within the healthcare (Kotter, 2007). Lippitt’s Theory Lippitt came up with the seven-step theory, which lays much emphasis on the key roles, as well as responsibilities of change agent; however, there is a continuous exchange of information all through the process. Moreover, it commences with diagnosis of the problem whereby the problem is detected, and raises the organizations’ concern. After the diagnosis, the motivation and capability for change is assessed. Therefore, assessment of resources as well as motivation of the agent of change is the step that follows. The next step entails choosing change objects that are progressive; however, there is also the development of action plans and establishment of strategies. Change agent’s role ought to be selected and understood clearly by every party in order to ensure that clear expectations are made; therefore, maintaining change then follows. Effective communications, as well as coordination of groups, are vital components in this phase. Finally, change agent ought to pull steadily out from their major roles with time. Therefore, this can take place when change has become part of the culture of the organization (Petersen & Pedersen n.d). However, after the change has been implemented it should be included in an organization’s rules and policies to make it part of the company. The Theories Application Lippit’ ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Theoretical Matrix of Organizational Change Research Paper”, n.d.)
Retrieved from https://studentshare.org/nursing/1454170-theoretical-matrix-of-organizational-change
(Theoretical Matrix of Organizational Change Research Paper)
https://studentshare.org/nursing/1454170-theoretical-matrix-of-organizational-change.
“Theoretical Matrix of Organizational Change Research Paper”, n.d. https://studentshare.org/nursing/1454170-theoretical-matrix-of-organizational-change.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Theoretical Matrix of Organizational Change

Organizational Change

...Organizational Change It has been a most frequently used adage that nothing is constant except change. In contemporary organizations, experience has proven that business entities require both stability and continuity, in conjunction with innovation and adaptation. Without equilibrium, any business organization could not effectively function; yet, without adaptation, it definitely cannot survive. The option open to organizations is not between continuity or discontinuity; but a balance between them. Organizational change is therefore, the quintessence of adaptation and innovation: a crucial and necessary fact of life. In this regard, the aim of the paper...
7 Pages(1750 words)Essay

Organizational Change & Change Management

...?Organizational Change & Change Management Briefly discuss Introduction to Organizational Change & Change Management  Organizational Change 1 Definition Organizational change can be defined as: “Organizational Change is a framework for putting new business process in affect, making changes in the structure of organization or employing any cultural change within the organization. A systematic approach to organizational change requires people to learn new sets of skills and...
12 Pages(3000 words)Assignment

Innovative Leadership and Culture Matrix and Paper

... Innovative Leadership and Culture Matrix and Paper Introduction This report presents an examination of innovative leadership and culture importance for the success of two private sector organizations Dell and Hewlett Packard (HP). Conversely, this paper examines where a lack of innovative leadership and culture has resulted in the organization’s inability to satisfy its stakeholders. The four frames model by Bolman and Deal (2003) is selected to provide the theoretical framework for the examination of Dell and HP. The four frames model focuses on the dimensions of the structural, political, symbolic, and human resources for the evaluation of innovative leadership and culture for Dell and HP. The...
7 Pages(1750 words)Research Paper

Matrix of Theoretical Models

...of Phoenix Material Appendix A: Matrix of Theoretical Models Theoretical Model of Theoretical Model Type of health care change situation where model best applies 1. Dorothea Orem’s Self Care Theory. According to the self care theory propounded by Dorothea Orem, nursing is a form of action in which nurses get interacted with a number of people who are somehow affected with some kind of ailments. The central theme of this theory holds the view that individuals are capable of caring themselves and gradually regain their health. If they perform their part, that is look into self care, they will get well drastically. In addition to the self care of the...
4 Pages(1000 words)Coursework

Whether the Sector Matrix Framework Is Useful for Analyzing Demand and Supply Linkages

...outcome of accountability. The approach can render a business model platform that needs different research methods in order to accomplish objectives. The business model is the core measurement to provide the complete delivery of the focused methods to a particular assessment (Kotter, 1996). The theoretical and/or conceptual view in a matrix organizational structure is the secondary aspect to truly identifying the successes of the sector matrix frameworks. It doing so, the ability to hone on the successes of the product/services demand offers the right analaysis to determined appropriate research. Therefore, the senior anagement team is the core responsible entity to...
8 Pages(2000 words)Coursework

Innovative Leadership and Culture Matrix

...Introduction This report presents an examination of innovative leadership and culture importance for the success of two private sector organizationsDell and Hewlett Packard (HP). Conversely, this paper examines where a lack of innovative leadership and culture has resulted in the organization’s inability to satisfy its stakeholders. The four frames model by Bolman and Deal (2003) is selected to provide the theoretical framework for the examination of Dell and HP. The four frames model focuses on the dimensions of the structural, political, symbolic, and human resources for the evaluation of innovative leadership and culture for Dell and HP. The matrix diagram provides a relationship diagram of Dell and...
5 Pages(1250 words)Research Paper

Organizational Change

...ABC Corrections Agency XYZ Consultants 2 February Organizational Change in Correction’s Agencies Implementing Organizational Change in Correction’s Agencies Implementing organizational change in any entity can be a difficult process. However, the eagerness of change in an organization can immensely influence the innovation ability. This eagerness is reflected in attitudes, beliefs and intentions of organization’s member. In correction agency, implementing is even more difficult. A snapshot of implementing change in correction’s agency has been given below. Methods of Organizational...
2 Pages(500 words)Essay

Organizational change

...: Resolving Strategy Paradoxes to Create Competitive Advantage, 2nd ed., London: Thompson Learning. Dunphy, D. & Stace, D., 1993. The strategic management of corporate change. Human Relations, 46(8), p.905. Eldrod II, P.D. & Tippett, D.D., 2002. The “death valley” of change. Journal of Organizational Change Management, 15(3), pp.273–291. Ghoshal, S., 2005. Bad management theories are destroying good management practices. Academy of Management Learning & Education, 4(1), pp.75–91. Luecke, R., 2003. Managing Change and Transition, Boston: Harvard Business School Press. Mento, A., Jones, R. & Dirndorfer, W., 2002. A change management...
8 Pages(2000 words)Assignment

Organizational Change

...Organizational Change Organizational Change Drivers of Organizational Change Change is widely viewed as the only constant in life as well as in business. Change in organizations emanates from both internal and external environments. However, in most cases, organizational change results from external forces. Salient drivers of change within an organization include reorganization, mergers and acquisitions, expansion and general changes in the workforce (Cook et al., 2004). The first driver of organizational...
2 Pages(500 words)Essay

Organizational Change

...Organizational Change Insert Details: Affiliation: Introduction Change, on the other hand, refers to the process in which new laws and customs are implemented for the development of a new structure in an organization. Change may be positive or negative depending on the rules and regulations of society. Positive change is accepted by the society and will be effectively implemented, and it is usually an accepted occurrence. Negative change that is the presenting of the change will cause problems such as defiance of the law and opposition to authority. Organizational change refers to the...
3 Pages(750 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Research Paper on topic Theoretical Matrix of Organizational Change for FREE!

Contact Us