Internal vs External Leadership Change
Contents 1) Introduction 2 2) Types of OD Practitioners 2 3) Advantages and disadvantages of Internal/External 3 OD Practitioners
3.1 Internal OD Practitioners 3
3.1.1 Advantages of Internal OD Practitioners 3
3.1.2 Disadvantages of Internal OD Practitioners 4
3.2 External OD Practitioners 4
3.2.1 Advantages of External OD Practitioners 4
3.2.2 Disadvantages of External OD Practitioners 4
4) Criteria in choosing Internal or External OD Practitioners 5
4.1 Type of change 5
4.2 Time required 6
4.3 Knowledge and skills required to implement change 6
4.4 Political situation within the organisation 6 5) Conclusion 6 6) References 8
1. Introduction
Organisational change occurs because there is a need for change and this need for change is due to the environmental changes around us. In order for organisations to be successful, they would have to adapt to the changes that are on-going and morph in order to keep up. It is under these pressures that companies are forced to downsize, re-engineer, flatten their structures, go global and even initiate more sophisticated technologies (Waddell, Cummings, & Worley, 2007).
These days, it has become common to hear of the many challenges faced by organisations. The one change that has impacted organisations the most is the realisation that people, are the main competitive advantage an organisation can have (Ruona & Gibson, 2004). And therefore, in order to make changes, a leader is required; the leader, who is also known as the “Change agent”, can be anyone with the power or authority to implement and conduct the change process in an organization so as to help it achieve its objectives (Nelson & Quick, 2007).
2. Types of OD Practitioners
Basically, there are 3 different types of OD practitioners
1) Professional people that can be either internal or external consultants
2) People who specialised in the OD field
3) Top
3.1 Internal OD Practitioners 3
3.1.1 Advantages of Internal OD Practitioners 3
3.1.2 Disadvantages of Internal OD Practitioners 4
3.2 External OD Practitioners 4
3.2.1 Advantages of External OD Practitioners 4
3.2.2 Disadvantages of External OD Practitioners 4
4) Criteria in choosing Internal or External OD Practitioners 5
4.1 Type of change 5
4.2 Time required 6
4.3 Knowledge and skills required to implement change 6
4.4 Political situation within the organisation 6 5) Conclusion 6 6) References 8
1. Introduction
Organisational change occurs because there is a need for change and this need for change is due to the environmental changes around us. In order for organisations to be successful, they would have to adapt to the changes that are on-going and morph in order to keep up. It is under these pressures that companies are forced to downsize, re-engineer, flatten their structures, go global and even initiate more sophisticated technologies (Waddell, Cummings, & Worley, 2007).
These days, it has become common to hear of the many challenges faced by organisations. The one change that has impacted organisations the most is the realisation that people, are the main competitive advantage an organisation can have (Ruona & Gibson, 2004). And therefore, in order to make changes, a leader is required; the leader, who is also known as the “Change agent”, can be anyone with the power or authority to implement and conduct the change process in an organization so as to help it achieve its objectives (Nelson & Quick, 2007).
2. Types of OD Practitioners
Basically, there are 3 different types of OD practitioners
1) Professional people that can be either internal or external consultants
2) People who specialised in the OD field
3) Top
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