Papers on "Consultants and Organizational Change" and similar term paper topics

Paper #053558 :: Consultants and Organizational Change
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An examination of the role of the consultant in organizational change processes.

Written in 2004; 779 words; 7 sources; MLA; $ 27.95

Paper Summary:

This paper examines how an understanding of change dynamics has become increasingly important, since resistance to change has long been recognized as a hurdle to organizational change attempts. It shows how resistance to change covers a range of behavior from passive resistance to active resistance, or even aggressive resistance, and how consultants are often called upon to encourage organizational members to create a high-energy organizational culture that pushes the boundary of the organization to change.

From the Paper:

"The social and dynamic aspects of drive for change are more in line with organization-wide changes such as changes to culture or major strategic shifts in the organization. In this body of work, drive to change is described as a dynamic force whose presence or absence determines the ultimate success or failure of the transformational effort (Linstead and Chan, 1994). For example, O'Connor (1993) argues that organizational transformation cannot occur unless there is enough momentum for a shared transformational vision. In other words, there must be enough energy in the direction of the transformation for those involved to recognize and utilize it (Senge, 1990)."

Tags: resistance readiness momentum

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