Change Management and Management Styles 8 Pages
Change Management and Management Styles 8 Pages
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CHANGE MANAGEMENT 2
Leaders in organization have an important role to play in managing change and also in
sectors. Management styles keep changing because of issues such as economic changes. In
business, the changing needs of the market place shape organizational change, for instance,
the sectors they operate in. Organizational change is a part of organizations evolving. Leaders
challenge. There are different change management models that play a crucial role in guiding
Literature Review
There are different kinds of studies that examine the issue of change management in
business organizations. According to Katzenbach (1995) change leaders have an essential role
in connecting three important forces of organizational change which are the top leadership
aspirations, the workforce energy and finally market place reality. These forces are relevant
regardless of the sector a given organization is in. To leadership aspirations shape the vision of
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an organization, the workforce influence how the vision is achieved while the market place
There are different changes that have taken place over the years in business organizations
in different fields. In business organizations and organizations such as those in the field of
health care, a major factor that has contributed to change and led to the need for effective change
necessary for organizations to keep up with changes within the sectors they operate in. Failure to
adapt to technological changes has negatively affected many large business organizations across
the world.
Changes in management styles are also part of businesses and other related organizations
evolving and growing. Examining the change in organizations leads to understanding that
entail. Leadership involves influencing and motivating others. Management on the other hand
my field, technological advancements have led to a wide range of changes including changes in
Effective change management involves setting a clear vision and working towards achievement
of the vision. There are different kinds of changes that take place in organizations, for example,
operational changes, cultural changes, changes in strategy and even political and social changes.
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Operation changes lead to improvements of systems in the organization. Strategic changes take
place due to issues such as increased competition that lead to a need to develop new strategies.
organizations (Stouten, Rousseau and De Cremer, 2018). Different managers have different
management styles when managing organizations and when specifically managing change. The
management style of a leader in an organization during change management affects issues such
organization. There are change management styles that are more participatory than others.
The way leaders manage change has an influence on how the change is implemented, for
effective communication is essential in explaining the desired vision and why it is beneficial.
There are different change management theories used in organizational leadership. In addition,
there are also change management models that are used different in organizations. Different
management styles have advantages and disadvantages during change management (Van der
Voet, 2016).
affected by the change. This is different from situations where there is an authoritarian style of
members of the organization, for example, the workforce. Effective management of change is
well planned (Van der Voet, 2016). This means that change management involves setting of
goals, discussion with the individuals the change touches on, then implementing and evaluating
the change.
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organizational change. A change that has affected the discipline I am in and organizations in
other sectors is that a lot of organizational operations have become technological. This is a
factor that has affected the competitive ability of organizations. Important considerations in
management of change include analysis of both short term and long term costs and benefits
Different people have different experience with change. The specific kind of change
needed is a crucial determinant of the choice of management style to implement the change.
Technology has led to differences in organizations currently in contrast to how they were in the
past. The incorporation of different forms of information technology in organization has led to
the need to members of organizations to be technology savvy. This therefore means, that
organizations now require a different skillset compared to the past while hiring staff.
change. There are different strategies that managers can us to initiate and implement change.
Some styles are more consultative than others. In organizations such as military organizations
and other organizations with paramilitary structures, there is a more authoritative approach in
that is forced and change that involves consultation to persuade the involved parties (Stouten,
There are management styles where the management lead by example, for instance, in
communicate why a given change is necessary and the benefits the change will bring about. In
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addition, effective management of change requires showing that a proposed change is attainable.
instance, managing changes in operations. There are different change management models that
act as pre-planned frameworks for the management of change. According to Stouten, Rousseau
and De Creamer (2018) there are some widely used change management models that guide the
models could lead to a focus on the models at the expense of scientific evidence and therefore
example of a change management model is Kurt Lewin's Change Management Model. This
model shows that the main stages of change management are unfreezing, changing and
In the unfreezing stage, there is preparation for the planned change. This is then
followed by the actual implementation of the change and finally the refreezing stage involves
gaining a sense of stability and adapting to the implemented change. Another common model of
change management in organizations is Kotter’s 8 step change model. This is a step by step
model that leads to effective planning of change. A challenge of using such an approach in
management of change however is that it can be time consuming since no step can be skipped.
The steps ion the Kotter 8 step change model are increasing of urgency, creation of a
team, creating a vision for change, communicating the created vision, dealing with barriers,
focusing on short term goals, build the change and finally incorporate the change as part of the
culture of the organization (Jones et al. 2019). There are other different models and theories of
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change management that are utilized in different contexts. Over the past decade or so,
globalization has greatly affected organizations in different sectors. Management styles have
evolved over the years and this also includes changes in the management of change. Business
administration has significantly evolved over the last decade. This includes changes in human
The presence of different generations of workers is a factor that has contributed to change
in organizations. Organizations have become more flexible and social in terms of feedback.
There are technological advancements that have led to the development of virtual work
environments and that is a rapidly growing trend in different sectors. Larson and DeChurch
(2020) emphasize that digital technologies are transforming teamwork and in turn affecting
organizational management in general. Digital technologies have led to remote teams and that
In the recent years, there has been an increased push to have remote workforces. This is
an issue that has led to an increase in flexibility and also made it possible to have teams that are
spread out. Currently there are members of different generations in the workforce. This includes
the baby boomers, generation X, the millennials and generation Z. This therefore means that
organizations have faced pressure to change in order to accommodate the needs of different
planned and unplanned change. The intentionality of a change in an organization is a factor that
affects how the change is managed. Intentional or planned change is purposeful implemented.
Planned change involves clear objectives and a step by step process to achieve the objectives.
Unplanned change on the other hand is unintentional. Unplanned change can have positive or
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Unplanned changes in organizations in most cases are not foreseen. There are triggers
that contribute to change, for example, remedial change in organizations is focused in addressing
existing problems (Bligh, Kohles & Yan, 2018). This is different from change that is just
focused on making improvements. The core functions of a manager include planning, staffing,
organizing, controlling and budgeting among other related functions. The management style of
choice in a given context affects the process of change management. Hussain et al. (2018) show
that the effectiveness with which organization can change differs, for instance, how easy it is to
spectrum shows that there are different styles of managing change which are collaborative style,
The collaborative style is on one extreme side of the spectrum while the coercive style is
on the other end. A collaborative style of managing change involves greatly involving those
affected by the change. In the recent decade there has been an increase in collaborative
to the views of those affected by the change but not necessarily taking them into consideration.
A coercive approach leaves those affected by a change with no option but to accept the
change. Heyden t al. (2017) emphasize that the approach used in communication during change
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essential in effectively implementing change. Situational factors greatly influence the success or
Findings/Results
There was a lot that was learned from this research on change management and
management styles. I learned a lot about the influence on management styles on the process of
managing organizational change. Another important lesson I learned is that organizations are
evolving because of factors such as technological advancements and changes in the society. This
has made it necessary for organizations to change in order to keep up with the trends, for
instance, the growth of technology that facilitates working of virtual teams. My thinking on this
topic has been enhanced since there was insight about different approaches of managing change
in organizations. There is a lot more to learn about the topic by examining examples of
There is a need to further study or examine the effectiveness of different specific change
models, for example, Kotter’s 8 step model of change management in different contexts.
Another important area that needs further examination is the management of unplanned change.
In-depth comparison of the management of planned and unplanned changed will be essential in
Conclusion
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This paper examines the change management and management styles. There is
examination of literature explaining the change management process and showing that
organizations have significantly changed in the recent years leading to changes in how change in
managed. The review of literature shows that management styles directly affect management of
References
Bligh, M. C., Kohles, J. C., & Yan, Q. (2018). Leading and learning to change: the role of
leadership style and mindset in error learning and organizational change. Journal of
Heyden, M. L., Fourné, S. P., Koene, B. A., Werkman, R., & Ansari, S. (2017). Rethinking ‘top‐
Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin's
change model: A critical review of the role of leadership and employee involvement in
Jones, J., Firth, J., Hannibal, C., & Ogunseyin, M. (2019). Factors contributing to organizational
IGI Global.
Larson, L., & DeChurch, L. (2020). Leading teams in the digital age: Four perspectives on
technology and what they mean for leading teams. The Leadership Quarterly, 101377.
Stouten, J., Rousseau, D. M., & De Cremer, D. (2018). Successful organizational change:
van der Voet, J. (2016). Change leadership and public sector organizational change: Examining
the interactions of transformational leadership style and red tape. The American Review