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Theoretical Matrix of Organizational Change
Pages 5 (1255 words)
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…
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. ...
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