Case Study
Integrative Paper – Week 8
The Heart of Change and Organizational Behavior and Management:
We Go Hand and Hand
Submitted by
LaTascha Durden
Prepared for
Betty Rottman
MNGT 5590 Organizational Behavior
Summer 2013
Webster University
20 July 2013
INTRODUCTION
According to Kotter and Cohen, change is successful when you make people feel differently. How one feels or their perception of their work environment will impact production, efficiency, and retention. Emphasis is placed on the “see-feel-change” dynamic. Within many organizations that recognize change is profitable they miss the proper approach when it comes to implementation of the need change. Successful change does not come from analysis and reports. Change is grass root and simple, if you show employee the problems, how to solve them and, give then incentive to do so you then ultimately changing their behavior (Kotter and Cohen, p.7).
Technology and Globalization have caused markets and organization to grow at a rapid pace (Kotter and Cohen, pg 26). Along with growth comes change. The demands placed on organizations, its’ employees, and work environment have stretched organizational resources and they are forced to do more for less, causing organization to change their view and the way they focus on retention, performance requirements, and the overall approach to business. Organization will be left behind if they do not learn how to effectively manage change. Organizations are well aware that change is the rule and must be followed. As with any thing you will have those who drag along some kicking and screaming and other just out right refuse to change those organization will be left in the red. You also have these who don’t believe that some changes in industry standards or practices will last or stick so they decide to wait out the change. Sometimes when you see the sign that a company has been in business wince 1940 but the establishment is
The Heart of Change and Organizational Behavior and Management:
We Go Hand and Hand
Submitted by
LaTascha Durden
Prepared for
Betty Rottman
MNGT 5590 Organizational Behavior
Summer 2013
Webster University
20 July 2013
INTRODUCTION
According to Kotter and Cohen, change is successful when you make people feel differently. How one feels or their perception of their work environment will impact production, efficiency, and retention. Emphasis is placed on the “see-feel-change” dynamic. Within many organizations that recognize change is profitable they miss the proper approach when it comes to implementation of the need change. Successful change does not come from analysis and reports. Change is grass root and simple, if you show employee the problems, how to solve them and, give then incentive to do so you then ultimately changing their behavior (Kotter and Cohen, p.7).
Technology and Globalization have caused markets and organization to grow at a rapid pace (Kotter and Cohen, pg 26). Along with growth comes change. The demands placed on organizations, its’ employees, and work environment have stretched organizational resources and they are forced to do more for less, causing organization to change their view and the way they focus on retention, performance requirements, and the overall approach to business. Organization will be left behind if they do not learn how to effectively manage change. Organizations are well aware that change is the rule and must be followed. As with any thing you will have those who drag along some kicking and screaming and other just out right refuse to change those organization will be left in the red. You also have these who don’t believe that some changes in industry standards or practices will last or stick so they decide to wait out the change. Sometimes when you see the sign that a company has been in business wince 1940 but the establishment is