[An Evaluation of Change Management]

By

Acknowledgement

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

DECLARATION

I [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

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Abstract

Today change tends to be rendered by experts as the key notion behind the success of any organization or institutions in this world where things are changing fast sue to multiple factors such as technology. Despite of the squeezing effect of world into a global village, change management is an issue where debates still tend to creep in. Therefore, this study tends to serve the purpose to decipher the factors which can decode the complex issue of change management efficiency and its acceptability in this dynamic environment. More specifically this paper tends to circle around the higher educational institutions as all the higher educational institutions are in transitional phase of bringing positive changes to be recognized globally.

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

CHAPTER 2: LITERATURE REVIEW1

Development of Change Management Theories2

Organic Models2

Organizational Stage Models3

Interactionist Models4

Resources and Models5

Change Management Leadership Skills6

John Kotter, Leading Change, 19967

Resistance to Change15

Employee Motivation15

Hierarchy of Needs Theory16

Two-Factor Theory19

Manifest Needs Theory19

Expectancy Theory20

REFERENCES22

CHAPTER 2: LITERATURE REVIEW

People often say that the only thing in life that people can be certain of its change. The last half of the twentieth century brought great changes to organizations and organizational leadership. The initiation of total quality improvement programs (efforts designed to decrease production errors and waste or to improve services), the impact of globalization, changing demographics and worker values, a greater emphasis on participative and higher employee involvement strategies, new information, and manufacturing technology were just a few of the trends that caused organizations to focus on change management, which is the practices, models, and theories that leaders use to help individuals and groups adapt to changes in their environment (Ajzen, 2007, Pp. 15-20).

Change management is defined as those strategies and action plans that support and maintain transition from the current state to a new outcome. Maintaining the transition is often more difficult than implementing initial change. Change management involves two very different critical processes: training and the buy-in process. Once an organization accepts the change, a well-designed and well-executed training plan is essential. Prior to that, the process of organizational buy-in sets the organization up for change, and this is arguably the most challenging aspect of any new initiative. The coming change must be embraced not only cross-functionally but also at all organizational levels (Appley, 2009, Pp. 96). Achieving organizational support for change is thus critical to achieving the goals set forth in any change management initiative.

Development of Change Management Theories

Kurt Lewin, a German sociologist, played a major role in shaping thinking about leadership and change management. Lewin was one of the first to describe organizational change processes ...