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Change Management

Proposed Revisions

History

1960s

Many change management models and processes are based with their roots in grief studies. As consultants saw a correlation between grieving from health-related issues and grieving among employees in an organization due to loss of jobs and departments, many early change models captured the full range of human emotions as employees mourned job-related transitions.

Approach

Change Models

◾John Kotter’s Eight Stages for Change Management

Dr. John P. Kotter, the Konosuke Matsushita Professor of Leadership, Emeritus, at the Harvard Business School, invented the Eight Stages for Change Management.

1. Establish a Sense of Urgency
2. Create the Guiding Coalition
3. Develop a Vision and Strategy
4. Communicate the Change Vision
5. Empower Employees for Broad-Based Action
6. Generate Short-Term Wins
7. Consolidate Gains and Produce More Change
8. Anchor New Approaches in the Culture

◾Change Management Foundation and Model

The Change Management Foundation is shaped like a pyramid with project management managing technical aspects and people impkementing change at the base and leadership setting the direction at the top. The Change Management Model consists of:

1. Determine Need for Change
2. Prepare & Plan for Change
3. Implement the Change
4. Sustain the Change

◾Deming Cycle of Plan-Do-Check-Act

The PDCA (Plan-Do-Check-Act) cycle is a management method to improve business method for control and continuous improvement of processes and products.

1. Plan
2. Do
3. Check
4. Act

Managing the Change Process

◾Protection Motivation Theory

Protection Motivation Theory has been used to develop interventions for large-scale attitude and behavioral changes several other fields. Its core concept are:

1. High emotional charge is needed to get people to listen to ideas about change
2. People need to feel confident they can be successful in the new environment

◾Jim Collins’ Good to Great model

Jim Collins, an American business consultant on company sustainability and growth, institutes a Good to Great model to depict the importance of having good change agents through out an organization.

1. Disciplined People
2. Disciplined Thought
3. Disciplined Action
4. Building Greatness

◾Tom Peters’ Project Management Fundamentals model

Tom Peters, an American writer on business management practices, institutes his Project Management Fundamentals model:

1. Find and create a project
2. Sell your project
3. Execute your project
4. Hand off your project

Challenges of Change Management

Change management is faced with the fundamental difficulties of integration and navigation, and human factors.

Integration & Navigation

• Integration

Traditionally, Organizational Development (OD) departments overlooked the role of infrastructure and the possibility of carrying out change through technology. Now, managers almost exclusively focus on the structural and technical components of change. Alignment and integration between strategic, social, and technical components requires collaboration between people with different skill-sets.

• Navigation

Managing change over time, referred to as navigation, requires continuous adaptation. It requires managing projects over time against a changing context, from inter-organizational factors to marketplace volatility. It also requires a balance in bureaucratic organizations between top-down management and employee empowerment and flexibility.

Human Factors

Change management consultants operate in teams consisting of people with complementary skills in areas such as strategy formulation, IT or business process analysis, and organization design and development. Consultants must find strategies to overcome communication barriers between each other and when working with the employees of the organization. They need to find ways to overcome resistance to change within the organization. They also need to find ways to empower the managers and employees through forms of involvement. Another issue consultants face is understanding organizational culture. By overcoming this barrier and tapping into the organization's culture, they can get along better with the managers and employees to ensure the change process runs smoothly.

Change Management as an Academic Discipline

As change management becomes more necessary in the business cycle of organizations, it is beginning to be taught as its own academic disciple at universities. There is a growing number of universities with with research units dedicated to the study of organizational change.

Universities & Certificates

The University of New South Wales, through the Australian Graduate School of Management, offers a Graduate Certificate in Change Management (GCCM) to develop effective agents of change.

Warwick University and Sheffield University in the United Kingdom offer organizational change courses through their business programs.

Charles Sturt University offers a Graduate Certificate in Organisational Change.

Evaluation

The article is structured appropriately by theme with a title, an introduction, and a table of contents, followed by the “History,” “Approach,” “See Also,” and “References” headings complete with subheadings. The lead section could be expanded upon to more fully summarize the article’s content and purpose. The “History” section is arranged chronologically by decade from the 1960s to the 2010s, although it is missing a 1970s section. The article is balanced well overall. Many significant aspects of change management are covered, though in a general and vague manner. The article could be expanded to include more information on the topic, namely in the “History” section. It could also include recent developments in change management, along with examples of how it is being implemented in the business world. The “Reasons for Change” and “Managing the Change Process” sections both receive lots of space to appropriately cover the topics. We will add several important models to the “Managing the Change Process” section covering the process of change management.

Overall, the coverage is currently neutral for the most part, with the article being unbiased and emphasizing facts about the change management process. However, it mostly includes all positive and neutral statements, and it needs to also include negative facets of change management to remain objective in nature. We will add a section called “Challenges of Change Management” to the “Approach” section describing barriers that hinder its implementation. This would help for the article to be read as a non-bias encyclopedia article. Also, we discovered that change management is emerging as a scholarly discipline where it is being taught as a field at an increasing number of universities. We will include a section called “Change Management as an Academic Discipline” to cover this information.

The article makes references to reliable sources that are included in the “References” section at the end. It lists eleven (11) footnotes that are properly cited, including authors’ names, article and publication titles, dates published, ISBN number, URLs, and date of retrieval. The sources are mostly authoritative publications like scholarly journals, although the first reference in the list is from Forbes Online. Citations are needed in the “Managing the Change Process” section. The article includes links to other Wikipedia sites where necessary. We will add new Wikipedia links where necessary, including links to our change management models under the “Change Models” section. The article is properly categorized in the “Change Management” category on Wikipedia.

Currently, this article is within the larger WikiProject Business network. It is only rated C-Class on the project’s quality scale, meaning the article is substantial, but it is still missing important content or contains some irrelevant information. The article does not contain enough reliable information to be used as for a moderately detailed study. This article is, however, rated as Top-importance on the project's importance scale. This article has a fairly robust Talk page that includes a decent amount of user dialogue.

Overall, we could expand on the article to increase its scholarly value. We could also clean it up to close gaps in content and solve cleanup problems. We could give it a direction of change management being more about a change in people and an organization’s culture (the human element) rather in the actual infrastructure of the organization.

Rjc12 (talk) 14:56, 7 November 2015 (UTC)

Introduction

My name is Kelly, I am a junior at Texas State University majoring in Public Administration and minoring in Art and Design. I am a student organizer and activist and this is my second semester with Professor Hanks and also my second semester using wikipedia as part of a course.

Training for Students complete!