In the fast changing world, companies need innovative practices more than best practices in order to be market leaders. Inventing and adopting new practices is definitely riskier but rewarding as well. Is the scenario moving towards bottom-up paradigm, where the initiation of change becomes more participative in nature? The intention is to build an organizational culture that is neither too orthodox nor too chaotic. The article looks into the conventional change management methodology and critically examines the changes that are necessary.
Organizational change involves the implementation of new tools, procedures or technologies in order to face challenges due to the changing demands of business, or to create new business opportunities.
According to Peter F Drucker, "A change leader looks for change, knows how to find the right changes and knows how to make them effective both outside the organization and inside it" [1]. The conventional top-down approach required change leaders continuously assess the need for change, create a new vision and then implement the change. These change leaders must be great motivators who can assemble a group of followers and tune their beliefs, attitudes and values, so that resistance turns into conviction towards achieving the new vision. Once the vision is established, the implementation can be done by setting challenging goals for employees. |
