• Can Contemporary Organisations Learn Anything Useful from Stace and Dunphy’s Situational Approach to Change Management?
    W ith regarding to the rapid pace of technological innovation, the contemporary organizations prefer to use the more mature theory then the new issued study. I don’t think Stace and Dunphy ’s situational approach can satisfy all the condition on the whole organization change; however, it should...
    Premium 853 Words 4 Pages
  • Theoretucal Discussion on Change Management Principals
    lifestyles to reflect the fact that we are an integral part of a global community and an ecology vital to our welfare and survival. We must all become change agents now." The quote from Stace and Dunphy (2001) is made in the context of the impending changes organisations will need to make to deal...
    Premium 1831 Words 8 Pages
  • Change Management - the One Right Way
    ignore the complexities of real life. (Stace and Dunphy, 2001, p 5) To utilise a single change approach is to assume that all organisations, all situations and all internal and external variables and influences remain constant. It applies the same logic to all changes without...
    Premium 1931 Words 8 Pages
  • Org Behaviour
    use a holistic approach whereby both hard and soft issues are viewed as complementary (Stace & Dunphy 2001; Graetz et al. 2006; Whittington et al. 1999). Although no definitive list dictates what issues are considered hard or soft, there appears to be a general consensus that strategy, systems...
    Premium 5059 Words 21 Pages
  • Change
    , processes and culture before successfully adopting new approaches (Bamford and Forrester, 2003). Table 3. Change characterised by how it comes about Type of change Planned Emergent Contingency Choice Burnes (1996) 3 3 3 3 Dunphy and Stace (1993) Senior (2002) 3 3 374 R. T. By Even though this...
    Premium 5198 Words 21 Pages
  • Organisational Change Chapter 2
    ) – Discontinuous or frame-breaking Dunphy & Stace (1993) – Fine tuning – Incremental adjustment – Modular transformation – Corporate transformation 6 Varieties of change (Grundy) Smooth incremental – evolves slowly, in a systematic and predictable way.  Bumpy incremental – periods of relative...
    Premium 1798 Words 8 Pages
  • synopsis
    the current atmosphere in an organization. Furthermore, Dunphy and Stace (1993, p.916) bring up importance of using different change strategies for different organizations as the situations vary from one to another. They accentuate the concept of “one best way for each” for change management...
    Premium 313 Words 2 Pages
  • A Case Study in Organisational Change Implication for Theory
    continuing phenomenon within an organisation’s particular circumstances (Dawson,1994; Dunphy and Stace, 1990. One significant point recognised by recent studies is that static models are being displaced by dynamic models, reflecting the discontinuous nature of organisational change (Pettigrew, 1985...
    Premium 8399 Words 34 Pages
  • The Innovation of Time-Driven Activity-Based Costing
    without permission. Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. 12. Assess the type of leadership and change management adopted by SI for expansion into Sydney using the Dunphy and Stace model for transformational change. The type...
    Premium 833 Words 4 Pages
  • leading and manage
    required to achieve this depth of change (Murray, Poole & Jones 2006 p.380).   Figure 1 The Dunphy-Stace’s contingency model of change implementation Source: Dunphy, D. & Stace, D. A. 1993, The strategic management of corporate change. Human Relations, vol. 46, no.8, p.908 In term of the different...
    Premium 360 Words 2 Pages
  • A Literature Review: Organizational Change for the Period from 2000 to 2012
    the change leader reacting against the force of change and manage the resist to change towards a success of the organizational effectiveness (Sirkin, Keenan & Jackson 2005) . Recent literature review shows that Globalizations(Stace & Dunphy 2001), economy (Hempel & Martinsons 2009) , cultural (Gail...
    Premium 3206 Words 13 Pages
  • What Is Human Resource Strategy
    possesses many threats for organizations large and small. This approach appears to be applicable to successful firms, with a clear long term plan where this approach coincidently fits strategically. Stace and Dunphy (1991: p264) declare "Universalist solutions in HR Strategy and practice are...
    Premium 3030 Words 13 Pages
  • Managing Organisational Change
    . However, as Dunphy and Stace (1993) argued, there is no one approach which is suitable for all circumstances and objectives. This article examines one particular and major form of organisational change which continues to have a large impact on the public sector: privatisation. It focuses upon the...
    Premium 8210 Words 33 Pages
  • Organisatonal change
    that allows them to continuously respond to change? This essay looks at the some of the forces that act as catalyst to organisational change and explores the approach to change in two different types of organisations and makes comparisons with Lewin (1951) and Dunphy & Stace (1988,1993) theories of...
    Premium 1926 Words 8 Pages
  • Management - Organisational Change
    restructuring, which is akin to Lewin’s ‘movement’. Finally, we have refreezing, which involves aligning new behaviours to one’s own sense of identity, and in alignment with others within the organisation (Siegal, Church et al. 1996, 56-57). Dunphy & Stace (1988) Dunphy and Stace combine change types...
    Premium 9531 Words 39 Pages
  • Lpmo
    ’ structures in systems. This point is supported by participative change method formulated by French and Coch after the experiment, which showed that people are much more likely to accept changes if they participated in the process of making changes (Buchanan, Huczynsky, 2010). Stace and Dunphy...
    Premium 2431 Words 10 Pages
  • The Role for the Communications Professional in the Orchestration of Communication During a Change Process
    , 1997a; Stacey, 2003). Even, this approach can be valid only in the predicted and controlled environment. Moreover, the planned approach has no ability to deal with radical and transformational change (Dawson, 1994; Dunphy and Stace, 1993; Harris, 1985; Miller and Friesen, 1984; Schein, 1985; Pettigrew...
    Premium 2268 Words 10 Pages
  • Change of Proposal
    organisation and its employees. By proposing a change for on-going training, I will discuss different theorists and will argue both for and against the importance of on-going training and why this change is beneficial and relevant within the organisation. Statement of change proposal Dunphy and Stace (1993...
    Premium 1038 Words 5 Pages
  • Change Management
    entirety (e.g. public utilities). All these forms of organisational change throw up their own dilemmas and challenges, and they all require an approach to change which is appropriate to the circumstances involved. However, as Dunphy and Stace (1993) argued, there is no one approach which is suitable...
    Premium 7817 Words 32 Pages
  • Change Management
    and isolated change and its inability to incorporate radical, transformational change. (Dawson 1994; Dunphy and Stace, 1993). 3. This seen as being based on the assumption that common agreement can be reached , and that all the parties involved in the particular change project have a willingness...
    Premium 3566 Words 15 Pages