1.
How
can using the Change Kaleidoscope and Force-field analysis help an organisation
to deliver its intended strategy?
The
change kaleidoscope is a diagnostic framework. It can be particularly useful in
a context sensitive change process, which one can argue is the case in this
management project.
The kaleidoscope contains an outer ring concerned with the organisational strategic context. There is a middle ring that has the features of the change context. Finally there is an inner ring which contains the design choices that can be made.
The change contextual features are aspects of the organisation to do with its culture, competences and current situation. These are all issues that need consideration before selecting the change approach. Below you find a short theoretical description of each one of them (from Balogun & Hailey, Exploring strategic change).
• Time: How much time does the organisation have to achieve this change? Is it in a short term crisis or is it concerned with long-term strategic development? Are stakeholders, such as the stockmarket, expecting short term results from the change?
The kaleidoscope contains an outer ring concerned with the organisational strategic context. There is a middle ring that has the features of the change context. Finally there is an inner ring which contains the design choices that can be made.
The change contextual features are aspects of the organisation to do with its culture, competences and current situation. These are all issues that need consideration before selecting the change approach. Below you find a short theoretical description of each one of them (from Balogun & Hailey, Exploring strategic change).
• Time: How much time does the organisation have to achieve this change? Is it in a short term crisis or is it concerned with long-term strategic development? Are stakeholders, such as the stockmarket, expecting short term results from the change?
Force Field Analysis
is a general tool for systematically analyzing the
factors found in
complex problems. It frames problems in terms of factors or
pressures that support
the status quo (restraining forces) and those pressures
that support change in
the desired direction (driving forces). A factor can be
people, resources,
attitudes, traditions, regulations, values, needs, desires, etc.
As a tool for managing
change, Force Field Analysis helps identify those
factors that must be
addressed and monitored if change is to be successful. (www.literacy.kent.edu)
References:
(n.d.). Retrieved from
www.managementsupport.blogspot.com: http://managementsupport.blogspot.com/2006/05/change-kaleidoscope.html
(n.d.). Retrieved from
www.jiscinfonet.ac.uk: www.jiscinfonet.ac.uk
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