Organizatioal Change Final Mgt 435
Change, Follow, or Get Out of the Way
Anthony Bargallo
MGT 435 Organizational Change
Prof. Janice Flegle
June 24, 2013
Change, Follow, or Get Out of the Way
Change in an organization can be and usually is difficult for various reasons. Much of the difficulty is in the approach used to initiate change and the willingness to stay engaged and stamina to sustain change through to the end. Organizations can choose to lead by recognizing and implementing change, follow in the shadow of organizations leading the market, or get out of the way by standing still and eventually going under. With this said; if change was easily done and successful for every organization there would be no need for change management specialists and years and years of study to establish approaches and models for implementing change. Change would be a natural evolutionary process such as a caterpillar evolves into a butterfly, but it is not that simple. Seemingly simple changes to processes or procedures can cause an unbalance with leaders and employees alike. First the need for change needs to be identified; followed by the proper model or approach used to implement this change. During this paper, I will discuss implementing the Advanced Skills Management (ASM) software change in an organization by using Kotter’s Eight-Step Approach.
First it is important to give some background on how organizations are structured specifically aviation squadrons with respect to the Marine Corps. The military branches are large separate decentralized organizations that are controlled ultimately by the President of the United States. Since it is impossible for the President to efficiently manage all branches and all the separate divisions within them, each branch has a leader or CEO. Aviation squadrons are made up of different Military Occupational Specialties that pertain to the type model series aircraft assigned. Each specialty has different responsibilities in the care and maintenance of
Anthony Bargallo
MGT 435 Organizational Change
Prof. Janice Flegle
June 24, 2013
Change, Follow, or Get Out of the Way
Change in an organization can be and usually is difficult for various reasons. Much of the difficulty is in the approach used to initiate change and the willingness to stay engaged and stamina to sustain change through to the end. Organizations can choose to lead by recognizing and implementing change, follow in the shadow of organizations leading the market, or get out of the way by standing still and eventually going under. With this said; if change was easily done and successful for every organization there would be no need for change management specialists and years and years of study to establish approaches and models for implementing change. Change would be a natural evolutionary process such as a caterpillar evolves into a butterfly, but it is not that simple. Seemingly simple changes to processes or procedures can cause an unbalance with leaders and employees alike. First the need for change needs to be identified; followed by the proper model or approach used to implement this change. During this paper, I will discuss implementing the Advanced Skills Management (ASM) software change in an organization by using Kotter’s Eight-Step Approach.
First it is important to give some background on how organizations are structured specifically aviation squadrons with respect to the Marine Corps. The military branches are large separate decentralized organizations that are controlled ultimately by the President of the United States. Since it is impossible for the President to efficiently manage all branches and all the separate divisions within them, each branch has a leader or CEO. Aviation squadrons are made up of different Military Occupational Specialties that pertain to the type model series aircraft assigned. Each specialty has different responsibilities in the care and maintenance of
References: Aircraft Material Condition Readiness. (2012). In 4790.2: Vol. b. The Naval Aviation Maintenance Program (pp. 17-i-17-23). Retrieved from http://www.navair.navy.mil/logistics/4790/library/contents.pdf Lawrence, R. B., & Ruth, K. B. (1998). Making successful change. Occupational Hazards, 60(6), 13-14. Retrieved from http://search.proquest.com/docview/213703446?accountid=32521 Marine Corps Vision & Strategy 2025. (n.d.). Retrieved from http://www.marines.mil/unit/hqmc/cmc/Documents/MCVS2025%2030%20June.pdf The 8-Step Process for Leading Change. (2012). Retrieved November 1, 2012, from Kotter International website: http://www.kotterinternational.com/our-principles/changesteps Weiss, J. W. (2012). Organizational Change. San Diego, CA: Bridgepoint Education, Inc. Weiss, J. W. (2011). An Introduction to Leadership. San Diego, CA: Bridgepoint Education, Inc.