2. communication
“escalator” (Chapter 7).
• A new chapter, “The Effective Change Manager: What Does
It Take?” (Chapter
12), exploring competency frameworks, interpersonal
communication processes
and skills, issue-selling tactics, and the need for the change
manager to be
politically skilled.
• Improved visual appeal with more graphics and occasional
memorable cartoons.
Now available with
—the leading adaptive learning resource.
connect.mheducation.com
Providing the Skills to Successfully Manage Change
Managing Organizational Change: A Multiple Perspectives
Approach, 3e, by Palmer, Dunford,
and Buchanan, offers managers a multiple perspectives
approach to managing change that recognizes
the variety of ways to facilitate change and reinforces the need
for a tailored and creative approach to fit
different contexts.
The third edition offers timely updates to previous content,
while introducing new and emerging trends,
developments, themes, debates, and practices.
Highlights of the third edition include:
• New coverage of contemporary topics throughout, such as
3. “depth of change” (Chapters 1, 4, and 12),
change in a recession (Chapter 3), the built-to-change
organization (Chapter 4), and the impact of
social media and the communication “escalator” (Chapter 7).
• A new chapter, “The Effective Change Manager: What Does
It Take?” (Chapter 12), exploring
competency frameworks, interpersonal communication
processes and skills, issue-selling tactics,
and the need for the change manager to be politically skill ed.
• Improved visual appeal with more graphics and occasional
memorable cartoons.
Now available with
—the leading adaptive learning resource.
connect.mheducation.com
VisionHaving a vision is often linked to why successful
organizational change is achievedConversely, lack of vision is
frequently associated with organizational declineThe concept of
vision is controversial because of the cynicism that can exists
around bland or too grandiose vision statementsVisions are
useful when they couple an engaging picture of the future with
sufficient detail to be meaningful to the ‘targets’ of the
visionOrganizational change is linked to the image one has of
managing change Vision is commonly thought of as a guide for
the organization in identifying the appropriateness of particular
changes that are proposed
Vision