Management Essay Example | Topics and Well Written Essays - 2500 words - 1

Management - Essay ExampleIt depart also discuss about careen strategies, approaches toward replace, choices and constraints, perspectives as well as the strategic planning tools apply to suit organizational needs in its desire for change. As such it go out appreciate complexities, challenges and processes natural in planning or managing change. The researcher will make use of theoretical frameworks of change, managing change, and other colligate concepts by relying on information sourced from books, magazines, journals and online database. Researcher will also apply these theories in understanding how pee Corporation, a service company establish in Perth, Australia managed in introducing changes to the community after it confronted problem in water supply generation and distribution at a time when Australia confronted drought season. An interview will also be conducted to a representative of the company as part validating the mechanism they prepare employed in resolving the water crisis. Understanding Change and its Drivers Managing change is a developing hearty phenomenon amongst society, community and organization besieged with rapid and constant changes and developments. Groups often feel the need to change structures, processes, or cultures to raze after leverage and advantage. Graetz, Lawrence and Smith (2006) pointed that this is enormously challenging more so in the woof of appropriate mechanism for change in conveying about its needs in implementing changes and the consequential problems or issues associated to these changes. Managing change requires strategic leadership who can logically present development and anticipate responses to potential barriers in implementation as essentials of the nature of change. Members also need to develop sense of adaptability and resiliency for them to maintain their aim of efficiency, productivity, reliability, profitability and effectiveness in service. So, how does expert on managing change perceived un derlying drivers of change? outset Hutton, 2000. A sociable psychologist once argued that change can take place in three stages unfreeze, change and freeze (Lewin 1947). Unfreezing is about preliminary preparation to effect change. This include considering the positive and negative impacts brought by changes. The social theorist posits that change can be analyzed and be facilitated using field force summary (Lewin 1947). The latter refers to the pull and push of the driving and restraining forces for change over a situation considered at a state of stationery social equilibrium. The second stage (Lewin,1947) is the actual change or transition. This is an innate existential movement toward effecting change. This stage is followed with freezing (also called unfreezing), the establishment of certain level of certainty and comfortability after desired change is effected. Lewis (1947) said that informed decisions are vital for change to be socially acceptable. Graetz et. al (2006) expl ained that Lewin theory is based on field theory which posits that an organization is often exposed to two forces stability or increase the potency of change. Graetz et.al (2006) argued that to achieve change, the organization must reduce the forces for stability and increase those whod advocate for change. This is what Graetz et.al (2006) called unfreezing. This dogma thought that the equilibrium needs to be destabilized to discard old behavior and unlearn. Such is applicable for