Structure of Continuous Change by Article Critique

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Then, he must be able to convince the management that the change is in the best interest of the company. He has to come up with the strongest arguments in order to support his statement. Ergo, I strongly agree with the role of the evangelist and the first phase of the change process.

The second phase points out the role of the autocratic leader. He must be respected and, to a limited extent, even feared by the employees. This is also extremely true since a friendly and permissive manager, whereas cherished by the employees, is not always respected and often encounters difficulties in implementing new strategies. Hence, I once again strongly agree with the opinions forwarded by Lawrence, Dyck, Maitlis and Mauws.

The third stage of the implementation of change states that regardless of the qualities of the leader, he will need the support and assistance of technological applications. And in the contemporaneous environment, where new technological advancements are being made every day, it is impossible to disagree. Among the numerous benefits of technological applications, which make them vital to the process of organizational change, one could easily point out the support and improvements of the communication system and network along side with the possibility to virtually present the effects of change. But these are just a few applications and the list is endless. And this particular phase requires an architect, who will integrate the change into the technologies, making it as such easier to implement and cope with.

The fourth stage states the need for an educator, one to consider the implications of change on both corporate employees as well as customers.

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His role is once again compulsory as it emphasizes the human resource strategies in coping with change. Take for instance the simple case of an organizational change in the meaning of upgrading the manufacturing technologies. The educator will have to explain to the customers that however the prices might increase slightly, the overall quality of the final product will be significantly better. Then, he must talk the employees through the change and even offer them training programs which will help the staff become familiarized with the new machines and learn how to operate them. As such, the need for an educator is once again obvious and I strongly agree with it.

All in all, the article by Lawrence, Dyck, Maitlis and Mauws addresses a contemporaneous problem faced by most companies and materialized in the constant need to change and adapt to the requirements of the environment. And I strongly agree with their views.

Reference:

Lawrence, T.B., Dyck, B., Maitlis, S., Mauws, M.K., the Underlying Structure of Continuous Change, MIT Sloan Management Review, Volume 47,….....

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