Leadership and change management Essay Example | Topics and Well Written Essays - 4000 words

Leadership and pitch caution - Essay Example(Cao et al, 2000, p187). Changes viewed as well as by counselling may also not be looked upon as change by outsiders uniform competitors or suppliers. This has direct to the categorizing of change in various musical modes, some of which include strategic and non-strategic change, incremental and radical change, changes of identity, co-ordination and control, planned and emergent change, change in terms of scale, compassionate-centered change in terms of individual, group and inter-group or organisational level, quantum change and so on. (Cao et al, 2000, p187 Todnem, 2005, p372). Changes can also be structural, that is dealing with the physical alteration of an organization like its buildings and equipment or even employees. (Bennett & Durkin, 2000). On the other hand, it may be a change in process, that is, the way the related group of tasks are combined to create value for a target customer. (Cao et al, 2000, p188). A change can as well be in functions, that is, the decision constitution or policy and imagination allocation duties of a disperseicular element of an organization. There can also be changes in values, beliefs and human behavior in terms of social rules and relationships and so on. (Cao et al, 2000, p187). ... There can also be changes in values, beliefs and human behavior in terms of social rules and relationships and so on. (Cao et al, 2000, p187). Lastly, there can be changes in the distribution of berth and level of influence with an organization. These four types of change have different implications on the their supply quality management as can be seen in the table below.Table 1. Change focus Classification.Change management classificationsTotal Quality ManagementProcess changeFocuses on process ahead of the other three types of organizational change.Function (structural) changeSays little about organizational structure set (cultural) changeRelies on but cannot influence cultureChang es in powerIs distorted by power in the organizationWith all the above determinants and types of change outlined, we can then define change management as the process of updating on a continuous basis and organizations direction, structure and capabilities to serve the eer evolving needs of the indigenous and exogenous clients. (Todnem, 2005, p369). It involves identifying the future organizational needs and managing the changes required within the present system to be able to meet these future needs. It is therefore, much linked to organizational strategy. (Todnem, 2005, p369). For the purpose of simplicity, weThe first part of the paper looked at the need for change in an organisation. The second part of the paper looks at ii different change models. Part three focuses on the implications of change particularly on human behavior. It also develops a plan that addresses the human variables and potential resistance to this change. It will also look at the several(prenominal) reason s why people are