Essay, Pages 3 (654 words)
Author affirmed that there are three key images to change outcomes intended, partially intended and unintended.
Intended change is result of planned action. Partially intend Change may need to be transforming after it is initially employed. Unintended change services outside the control of the change manager. Consequently there are six different images that may take place depending on the transformation of the abovementioned images. These images are director, navigator, caretaker, coach, interpreter, and nurturer (Palmer et al 2009: 25).
• Director image is based on image of management as control and of change outcomes as being attainable.
So it up to the change manager to direct the company in a way to achieve required change.
• Director image is supported by the n-step models which draws a set of steps that change manager should use to apply no matter what is the change. It also supports contingency theory (Palmer et al 2009: 27).
• Management as Control is still seen as essence of management action, even though a mixture of external factors to managers may accomplish some of intended change outcomes, others will happen because they have little control.
• Navigator is supported by the contextualist or processual theories of change (Palmer et al 2009: 27).
• The change manager’s capacity to manage is severely slow down by a variety of internal and external factors beyond the scope of the manager. The caretaker is seen as guiding their company along as best they can.
• Caretaker is Supported by life-cycle, this theory view that it goes through well described stages from its birth to death, population-ecology focus is how the environment selects the company for survival with whole population changing as result of ongoing events of variation and retention and institutional theories argues that same action should be consider by change management throughout the whole population of organization (Palmer et al 2009: 28).
• Coach image Relies upon developing the right set of values and skills that are considered to be the best ones that organizational members will be able select in order to achieve preferred organizational outcomes.
• Coach is related to organizational development approaches which focus in implementing change on importance of humanism and individual development (Palmer et al 2009: 31).
• The manager creates meaning for other organizational members, helping them to make sense of various organizational events and actions.
• Supported by the sense-making theory of organizational change which focus is needed on the structuring process and flow from which company work occurs (Palmer et al 2009: 31).
• This image assumes that even small changes may have a great impact on organizations and managers will not able to control the result of these changes. However, they may nurture their organizations, facilitating organizational qualities that enable positive self-organizing to occur.
• Nurturer is related to chaos theory assumes that companies development is nonlinear and fundamental rather that incremental (Palmer et al 2009: 32).
These six images of change managers have three core uses:
• They draw attention to a range of guess that change managers make about change and enlarge the knowledge of different interpretations of change.
• They portray awareness to the dominant images of change within an organization.
• They draw attention to a range of perspectives available to change managers.
Palmer, I., Dunford, R., Akin, G. (2009). Managing Organisational Change: A multiple Perspective Approach second edition. McGraw-Hill Irwin: New York