HR 587: Managing Organizational Change
January 21, 2012
HR 587 Managing Organizational Change
Images Paper
I. Introduction
There atomic number 18 Six Images of managing change; these consist of change manager as Director, change manager as Navigator, change manager as Caretaker, change manager as Coach, change manager as Interpreter, and change manager as Nurturer. Each of these images is based on differing assumptions about managing (controlling actions versus shaping capabilities) and change outcomes (Palmer et al, p. 39). Outcomes of change advise every be mean, carve upially unintended or unintended. Changes in or so organizations are done to bring about beneficial outcomes and optimistic transitions. For these reasons it is important to be able to either control or shape the changes in ordinance to maximize the positive intended outcomes and eliminate or lessen the negative or unintended outcomes. The images concept is used to describe how a manger can deal with or initiate change depending on the reliable circumstances and outcomes.
II. Application Analysis
I have been a voice of DU, Inc. for slightly less than two years. My surgical incision has been quickly ontogeny and has from 25 to now over 75 employees in the snip I have been there.
It has become obvious to management the panache we were working when we were a small department with a little base of clients is not working now that we are rapidly growing. I have been lucky to be a part of some of the changes working in a Steering mission that has been working with managers and directors to help pinpoint what has been working in our department and what really has not been working.
Some changes have been in the delight of controlling, an example of this is the creation of the Consistent Communication Committee. Our department deals with governing body regulations, because of this it is important that we are all on the same rascal when we speak to clients. Dates, amounts, regulations these...If you want to get a full essay, order it on our website: Orderessay
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