Planning for Organizational Change and the Role of Leadership in Implementing Change

Abstract

This paper has critically evaluated aspects of change within an organization by providing the purpose and scope of the article. Major types of orgnaizational change are discussed such as; the common types of change experienced within an organization, incremental and transformational change, organization-wide and subsystem change, renedial and developmental change, and unplanned planned change. These types of change can occur within any orgnization depending on then need of the organization.

Drivers of change are also evaluated in this article recognizing that change cannot just happen on its own, but when there are certain conditions necessitating the change. Change models are analyzed in this paper depicting what various authors have provided models to show conditions which necessitate change and how to go about managing change. The paper has also provided change models which can be used to implement change.

It is obvious that change affect staff, processes, policies and procedures. There are several effects of change on staff and sometimes people resist change. The question is how should organizations cope with resistance to change? What should be the role of leaders in minimizing resistance to change? What are the ways in which successful leaders can effect change?  The paper concludes by noting that change is inevitable and all existing organizations go through change processes. Leaders should anticipate change and develop strategies to adapt to the various changes that organizations are faced with.