MANAGING THE CHANGE MESSAGE
1.0 GENERAL INTRODUCTION
This write up is about Organizational Development (OD). OD refers to a system-wide process of organizational participatory learning, analysis, data collection, diagnosis, action planning and intervention. It aims at creating or restoring congruence between the four components of organizations: People, process, structure & environment.
Organizational Development’s goals are to: Create self-directed change to which people are committed, Simultaneously solve immediate problems and create structures for long term development and a learning/health organization, Assist organizations solve problems of efficiency, effectiveness and health, Help organizational members diagnose the current state of organization, clarify desired outcomes, and make strategic choices & Share responsibilities for change
This write up presents a study in managing the change message in order to have an effective organization transformation. It’s based on the book titled Managing the Change Message. The book is comprised of journal articles from various scholars like Armenakis et al, 1999, Bartunek et al, 1999, Fishbein and Azjen, 1975 among others.
The write up is made of four Sections: Section one; Highlights the back ground, statement of the problem, purpose of the study and the conceptual frame work. Section two; Examines and explains the variables in the conceptual frame work. Section three; Looks at the relationship between the various variables in the conceptual framework. Section four; Entails the conclusion and a case study.
Organizations operate in a dynamic environment. Management must recognize the need to adapt to strategic approaches when communicating change so as to maintain sustainable development. However, change in organizations is often received with skepticism due to employee’s desire for a stable environment.
The change message shapes the attitudes...