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MGT 435 Week 1 - Discussion Forum 2 Implementing Organizational Change Ackerman & Anderson (2010) identified and defined three specific types of change: Developmental Change, Transitional Change, and Transformational Change
MGT 435 Week 1 - Discussion Forum 2
Implementing Organizational Change
Ackerman & Anderson (2010) identified and defined three specific types of change: Developmental Change, Transitional Change, and Transformational Change. These change types can be seen in various change models that have been developed over the years.
Select one of the following change models:
- Dunphy and Stace’s Four Levels of Change
- Balogun and Hailey’s Change Model
- Proactive vs. Reactive Changes
- Strategic Change versus Tactical Change
- Tichy’s 3 Types of Change
Provide a detailed and supported analysis of the model. Describe how the model relates to the types of change defined by Ackerman & Anderson. Explain how the model might be used during an organizational change.
Do not simply quote the text definition of the model. Use your knowledge to explain the model and use the text to support your work. Include one scholarly resource in addition to the text. Your initial post should be at a minimum of 200 words.
Expert Solution
Anderson and Ackerman Anderson (2010) categorize change as having one of three distinguishing characteristics. These could include developmental change, transitional change, or transformational change. As the name implies, developmental change is a change that happens during the normal development or maturation of an organization. Transitional change is made when there are external demands for the organization to change, such as marketplace demands or environmental forces. Transformational change requires a major change from an existing state to a new arrangement of operations. Tichy’s three types of change model propose that changes occur due to three major influences, namely technical systems, political systems, and cultural systems (Weiss, 2016).
Technical systems can include internal or external changes, like the demand for smartphones that could effectively handle large amounts of data as demand for streaming media has increased (Weiss, 2016). Political systems can be pressures to change influence, resources, or decisions, both internal and external. Dess et al. (2012) suggest that Microsoft’s inability to quash internal political structures foiled their ability to come out with a tablet computer that they had the technology for earlier than Apple because they could not adapt their internal political structures, while Apple, a much more agile company, could easily due so due to streamlined management channels and collaboration within the organization (Dess et al., 2012; Ragni, 2010). This coincides with a need Tichy and Nisberg (1976) identified to address the often ignored area of political leadership during times of change.
References
Anderson, D., & Ackerman Anderson, L. (2010). Beyond change management: How to achieve breakthrough results through conscious change leadership. Pfeiffer.
Dess, G. G., Lumpkin, G. T., Eisner, A. B., & McNamara, G. (2012). Strategic management: Text & cases (7th ed.). McGraw Hill Education.
Ragni. (2010, June 12). Steve Jobs talks about managing people [Video]. YouTube. https://www.youtube.com/watch?v=f60dheI4ARg
Weiss, J. W. (2016). Organizational change (2nd ed.). Retrieved from https://content.uagc.edu/
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