"Kotter and schlesinger" Essays and Research Papers

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    Written report on ‘What effective General Managers Really Do” by John P. Kotter MAIN POINTS (1) General Managers face a challenge of deciding what to do when they are constantly being faced with a huge amount of potentially important information. In order to tackle this challenge‚ effective General Managers develop and implement flexible agendas. GMs create their agendas both consciously and unconsciously through a mostly internal process. They set goals and loosely connect them to the plan of

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    Change management: 1. Change management is a necessary component for any organizational performance improvement process to succeed. Critically review the contribution of J.P‚ Kotter to management of change. Introduction to change management Contemporary trends of business and management are dynamic in nature. This is the reason why different organization employ strategic change in order comes up with current business demands. However‚ it is always difficult for the employers to accept this

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    resistance to change described in this situation. To identify the key elements of the resistanceto change described in this situation‚ one may make use of the six Change Approaches of Kotter and Schlesinger.[1]The model prevents‚ minimizes or descreases resistance to change in organizations. According to Kotter and Schlesinger (1979)‚ there are four reasons that why people resist change‚ three of which are applicable to this case: The Parochial self-interest occurs when people are concerned with the

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    dealt with this change at the start of my university experience is that by attending every lecture and workshop helped me widen my knowledge due to the lack of experience and knowledge of business as a subject in the past. I believe this relates to Kotter and Schlesinger’s theories of Education and Communication – ‘educate people about it before hand. Communication of ideas helps people see the

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    Further to the discussion of branding this paper examines employer branding as a potential tool to communicate the value proposition of the employer and how it supersedes their competitors. (Priyadarshi‚ 2011). Utilizing the eight steps Kotter & Schlesinger mention in their article “Choosing Strategies for Change” the paper demonstrates how marketing can support change effectively. Internal marketing is also explored for its ability to influence corporate culture‚ specifically through the use

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    John Kotter and Leonard Schlesinger (Higgs 2005). Their theories reviewed the reasons for resistance to

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    PESTEL Analysis on Apple Inc. In analysing the macro-environment‚ it is important to identify the factors that might influence the organisation’s demand and supply levels and its cost (Kotter and Schlesinger‚ 1991; Johnson and Scholes‚ 1993). A PESTEL is one of the frameworks that help to understand market growth or decline‚ business position‚ potential and direction for operations (Kotler‚ 1998). PESTEL analysis is also useful when entering a new market or starting business operations in a new

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    L. (2002). Obstacles to effective organizational change: The underlying reasons. Jiang‚ J Kent‚ R. H. (2001). Installing change: an executive guide for implementing and maintaining organizational change. Unfreeze/Refreeze: A simple change model‚ Kotter‚ J Kwahk‚ K.-Y.‚ & Lee‚ J.-N. (2008). The role of readiness for change in ERP implementation: Theoretical bases and empirical validation. [doi: 10.1016/j.im.2008.07.002]. Information & Management‚ 45(7)‚ 474-481. Liberatore‚ M. J.‚ Hatchuel

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    to understand the multiple forces and the organisational change processes undertaken by Airbus‚ two influential frameworks for change have been examined in this paper. The model introduced by Burke and Litwin (2002)‚ and the approach presented by Kotter (1995)‚ based upon the authors’ research into corporate change. 1. Individual factors Attitudes and personal behavioural codes consist of an organisation of feelings‚ thoughts and cognitions in a defined situation. Airbus’ employees appear

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    Resistance to change

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    system or structural issues that promote resistance behaviours in your organization? Q2) Review a recent change in your organization. Can you identify the strategies used to reduce resistance? What other strategies would you use now? Theory Kotter & Schlesinger (2008‚ P.134) demonstrates that the most common ways to overcome resistance to change is to educate people about it beforehand and communicating the ideas of change. Ford & Ford (2009‚ P.100) identified that the resistance can be a form of

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