Managing Technological Change - Essay Example

Kotter (4-12) emphasizes delegating the powers, authority, and autonomy to direct the change efforts in order to reshape a new behavior, replacing the old behavior. On the other hand, Haddad (98-99) has focused more on the feasibility, effectiveness, and benefits of participatory design while implementing a strategic change. If participation is encouraged from those who are directly going to be affected by change implementation, that change program will fulfill their needs more appropriately rather than implementing such a change in which employees' participation is overlooked. This bottom line strategy clearly resembles that of the fifth step of Kotter (4-12) which puts more weight on “empowering others to act in the vision”.

I agree with the points raised by Kegan and Lahey (49-59) to understand the concept of why people won’t change, simply because of the 180-degree difference in their stated commitments and competing commitments. However, if these behaviors are identified and appropriately confronted with the participation of employees, the implementation of strategic change will be far more convenient for the organizations.

Kotter 6 Short-term wins

The analysis of Beer and Nohria (13-23) outlines the two mindsets of managers in dealing with change. These mindsets are formulated as Theory E and Theory O by Beer and Nohria (13-23). Those managers who have the mindset of Theory E investigates the Economic value of everything which they find in the organization’s culture. These managers toil hard to maximize the wealth of shareholders as their ultimate goal of success. On the contrary, Theory O believers have the standpoint of developing the capabilities of the organization. If the combined effects of both these theories are analyzed, these effects are closely related to the sixth step of Kotter (4-12) which involves short-term wins. Short-term wins can be achieved if the blended effect of Theory E and Theory O are placed and adequately applied in the organizational dynamics. According to the concepts provided in the chapter “Training and Technological Change” by Haddad (116-17), the importance and significance of training are highlighted to guarantee the desired results of the technological change process. In order to achieve short-term wins (Kotter 2007), appropriate training for technological change plays a key role.

In my opinion, the study of Beer and Nohria (13-23) can influence short-term wins by incorporating the end result of Theory E and Theory O. On the other hand, if effective training (Haddad 116-17) can be conducted and desired results are ensured, they will ultimately lead the organization to achieve short-term wins.