Professional Documents
Culture Documents
Group 5 - Chapter 10 Summary - Leading Change in Organizations - MBA
Group 5 - Chapter 10 Summary - Leading Change in Organizations - MBA
good beginning for developing a more complete vision. The slogan is the statement
used to summarize and communicate values in simple terms. The strategic objectives are
tangible outcomes or results to be achieve, sometime by a specific deadline. In general, the
guideline for formulating a compelling vision includes involving key stakeholders,
identifying shared values and ideas as well as strategic objectives with wide appeal,
identifying relevant elements in the old ideology, linking the vision to core competencies
and prior achievements, evaluating the credibility of the vision, and finally continually
assessing and refining the vision.
A leader can do many things to facilitate the successful implementing major change.
Guidelines to implement changes include (1) creating a sense of urgency about the need
for change, (2) communicating a clear vision of benefits to be gained from change, (3)
identifying likely supporters and opponents; (4) building a broad coalition to support change;
(5) using task forces to guide the implementation of change; (6) filling key positions with
competent change agents; (7) empowering competent people to help plan and implement the
change and (8) monitoring the progress of change to detect problems that require
attention. Besides, other actions includes (9) making symbolic changes that affect work,
(10) preparing people for change by explaining how it will affect them, (11) helping
people deal with the stress and difficulties of major change, (12) providing
opportunities for early successes to build confidence; (13) monitoring the progress of change
and make any necessary adjustments; (14) keeping people informed about the progress of
change; and (15) demonstrating continued optimism and commitment to the change.
The environment of most organization is becoming increasing dynamic and
competitive; competition is becoming more intense; customer expectations are rising; less
time is available to develop and market new products and services; and the consumer are also
more intelligent. To succeed in this turbulent environment, organization needs to have people
at every level who are oriented toward learning and continuous improvement. Because
organization learning involves acquiring and using new knowledge, the new knowledge can
be created internally or acquired from the outside the organization. After new knowledge is
acquired, it must be conveyed to the people who need it and applied to improve the
organizations products, services and work processes. Individual leader can do many things to
encourage and facilitate learning and innovation in the organization.
In organizations, the value of learning, innovation, experimentation, flexibility and
initiative are firmly. Therefore, leaders should develop and refine shared conceptual tool and
mental models for understanding how things work, how to adapt to the environment, and how
to achieve the organizations objective. The leaders at all levels can help to create conditions
favorable to learning and innovation through using the guidelines for increasing learning and
innovation: encourage appreciation for flexibility and innovation, encourage and facilitate
learning by individuals and teams, help people improve their mental model, leverage learning
from surprise and failures, encourage and facilitate sharing of knowledge and ideas, set
innovation goals, and reward entrepreneurial behavior.