The Heart of Change
TRunning Head: The Heart of Change Integrative Paper
The Heart of Change Integrative Paper Cordell Reynolds Webster University
Abstract Organizational change is not easy, but is an integral component that often allows the company and its employees to be prosperous. There are many ways to approach organizational change. Some are scientific theories like those stated in Organizational Behavior and Management (John Ivancevich) while others like John P. Kotter in “The Heart of Change,” believe it is just getting to the heart of your employees. If an organization today wants to be successful, they must understand why change is resisted and determine how to create a process to overcome this resistance to change. This essay will closely examine Kotter and Cohen’s eight-step processes proposed in the “Heart of Change,” and compare it to the theories presented in the text (Organizational Behavior and Management) by Ivancevich.
Introduction:
Change is to make the form, nature, content, future, or course of something different from what it is or from what it would be if left alone (Dictionary.com). Change is essential for growth or progress, whether it be personal or organizational. Quite often, change is inhibited because of fear. As a result, the pursuit of change can become a very daunting task. Today’s business world is more diverse than ever with numerous moving parts in the decision making process. So, how do you promote change within an organization? As these diversities merge more and more, how do businesses today stay successful yet retain their best employees? How do companies change their human resources elements and stay successful?
All organizations form with the goal of accomplishing a given task. This goal could include growing profits, fighting cancer, or ending homelessness just to name a few. As time goes, these organizations must develop and implement changes that
The Heart of Change Integrative Paper Cordell Reynolds Webster University
Abstract Organizational change is not easy, but is an integral component that often allows the company and its employees to be prosperous. There are many ways to approach organizational change. Some are scientific theories like those stated in Organizational Behavior and Management (John Ivancevich) while others like John P. Kotter in “The Heart of Change,” believe it is just getting to the heart of your employees. If an organization today wants to be successful, they must understand why change is resisted and determine how to create a process to overcome this resistance to change. This essay will closely examine Kotter and Cohen’s eight-step processes proposed in the “Heart of Change,” and compare it to the theories presented in the text (Organizational Behavior and Management) by Ivancevich.
Introduction:
Change is to make the form, nature, content, future, or course of something different from what it is or from what it would be if left alone (Dictionary.com). Change is essential for growth or progress, whether it be personal or organizational. Quite often, change is inhibited because of fear. As a result, the pursuit of change can become a very daunting task. Today’s business world is more diverse than ever with numerous moving parts in the decision making process. So, how do you promote change within an organization? As these diversities merge more and more, how do businesses today stay successful yet retain their best employees? How do companies change their human resources elements and stay successful?
All organizations form with the goal of accomplishing a given task. This goal could include growing profits, fighting cancer, or ending homelessness just to name a few. As time goes, these organizations must develop and implement changes that
Bibliography: Ivancevich, J. M., Konopaske, R., & Matteson, M. T. (2011). Organizational Behavior and Management. New York: McGraw-Hill Irwin. Kotter, J. P., & Cohen, D. S. (2002). The Heart of Change. Boston: Harvard Business School Press.