Literature Review of Organizational Change, 2000 to 2008
Introduction
There has been a considerable body of literature dedicated to assisting organisational leaders in their endeavours to implement change (Holt, Self, Thal & Lo 2002). Many authors concur that the prime task of leaders is to bring about change and that leadership and change management are indeed inextricably linked (Burnes 2003, Stoker 2006, Maurer 2008). Robinson and Harvey (2008) maintain that the acceleration of globalisation has resulted in a tumultuous state of change as organisations struggle to adapt to new models of leadership. Consequently, few would dispute that with such increasing globalisation, deregulation, rapid pace of technology and shifting social and demographic trends that leading organisational change is one of the most critical elements in the success of an organisation (Graetz 2000).
With such a dynamic and unpredictable operating environment change leaders require a wide range of skills to successfully implement change management programs in different situations, contexts and circumstances. The purpose of this assignment is to conduct a literature review of organisational change literature for the period 2000 to 2008 to determine what skills an individual change leader would require to effect change management programs in different contexts and to develop new ways of approaching organisational change. The literature will establish that irrespective of the change management process adopted, effective change leaders are able to influence employee behaviour and organisational commitment through a charismatic leadership approach, comprising of visioning, interpersonal and communication skills. The literature also suggests that although the human element is critical to the success of organisational change, technical dimensions including operational knowledge; strong analytical and diagnostic skills and excellent business strategy skills are also important features. This paper will address a number of issues including
There has been a considerable body of literature dedicated to assisting organisational leaders in their endeavours to implement change (Holt, Self, Thal & Lo 2002). Many authors concur that the prime task of leaders is to bring about change and that leadership and change management are indeed inextricably linked (Burnes 2003, Stoker 2006, Maurer 2008). Robinson and Harvey (2008) maintain that the acceleration of globalisation has resulted in a tumultuous state of change as organisations struggle to adapt to new models of leadership. Consequently, few would dispute that with such increasing globalisation, deregulation, rapid pace of technology and shifting social and demographic trends that leading organisational change is one of the most critical elements in the success of an organisation (Graetz 2000).
With such a dynamic and unpredictable operating environment change leaders require a wide range of skills to successfully implement change management programs in different situations, contexts and circumstances. The purpose of this assignment is to conduct a literature review of organisational change literature for the period 2000 to 2008 to determine what skills an individual change leader would require to effect change management programs in different contexts and to develop new ways of approaching organisational change. The literature will establish that irrespective of the change management process adopted, effective change leaders are able to influence employee behaviour and organisational commitment through a charismatic leadership approach, comprising of visioning, interpersonal and communication skills. The literature also suggests that although the human element is critical to the success of organisational change, technical dimensions including operational knowledge; strong analytical and diagnostic skills and excellent business strategy skills are also important features. This paper will address a number of issues including