2. Change Management Behavioral Change Company and employee Technological Change Revolutionary Change Evolutionary Change 2 April Bunje, 2009 (Spector, p. 17)
3. “..there is a need to rethink the way we manage change..” (Simms, p4) “Kurt Lewin’s Field Theory” (Spector, p. 39) Recognizes unsatisfactory employee relations Recommends operational suggestions Sets evaluation methods to monitor new behaviors 3 April Bunje, 2009
4. “..there is a need to rethink the way we manage change..” (Simms, P.4) “Organizational Development” (Spector, p. 39) Does not consider “status quo” dissatisfaction Overall change of the organizational structure Outsources change managers 4 April Bunje, 2009
5. “..there is a need to rethink the way we manage change..” Change Resistance Corporation Departmental Employee Task Alignment What is the new strategy? (Simms, p.4) 5 April Bunje, 2009
7. Conclusion “The fundamental organizing principle for this new relationship is maximizing employee involvement before, during, and after any organizational change initiative, creating new conversations, and better preparing the “new breed” of today’s change agents” (Simms, 2002) 7 April Bunje, 2009
8. References Bunje, A. (2008). While working at HDI. Sims. R. (2002). Changing the Way We Manage Change. Greenwood Publishing Group, Incorporated: Westport, CT. Spector, B. (2007). Implementing Organizational Change, Theory and Practice. Pearson Prentice Hall: Upper Saddle River, NJ. 8 April Bunje, 2009
