Thurley and Wirdenius’s Change Strategy
Thurley and Wirdenius
introduced the main advantages and disadvantages of change management in 1973,
which was brief by Lockitt and 3T Productions Ltd. (2004) as follows:
Directive change strategy.
This strategy emphasizes the right of the management to
manage change and the use of authority to impose change with little or no input
from others. This method may result in the loss of valuable information and
ideas, and when changes are imposed rather being discussed and agreed upon,
there is frequently great animosity among employees.
Expert change strategy.
The management of change is viewed as an issue that has to
be managed by a 'expert' under this approach. This method is typically used to
solve more technical challenges and is usually led by a project team of experts
or a senior manager. There is unlikely to be much input from people who will be
impacted by the change.
Negotiated change strategy.
This strategy emphasizes senior management's readiness to
bargain and negotiate in order to bring about change. Senior executives must
also realize that in order to achieve change, they may need to make
modifications and sacrifices. This approach recognizes that those who are
affected by change have a right to say in what changes are made, how they are
implemented, and what outcomes are expected.
Educative change strategy.
This strategy entails shifting people's values and beliefs
in order for them to completely accept the changes being implemented and work
toward the creation of a shared set of corporate values that employees are
willing and able to support. Education, persuasion, training, and selection
will all be employed, with consultants, specialists, and in-house experts
leading the way.
Participative change strategy.
This strategy emphasizes the full participation of all
individuals involved in and affected by the expected changes. Despite the fact
that senior managers will be driving the process, it will be dominated less by
management and more by groups or individuals within the organization. Before
any modifications are made, all opinions will be considered. Outside
specialists and consultants can help with the process, but they will not make
any judgments about the outcome.
Informative and interesting facts. Thank you for sharing.
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DeleteVery educative article. Thanks for sharing.
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DeleteStrategies should be applied carefully. Because there are may advantages as well disadvantages. Good article.
ReplyDeleteThat's True Sampath. Thank for your valuable Comment
DeleteVery important facts. Thanks for sharing.
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Deletevery important facts.thank for sharing the article
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Deletewell explained. Good article
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DeleteInformative and interesting facts. Thank you for sharing
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DeleteIf changes made in an organization are not controlled, the final outcomes may not resemble the anticipated outcomes, as specified in the business case, at the inception.
ReplyDeleteUncontrolled changes have been the downfall of numerous organisations, and change control is an important part of the employer’s responsibilities.
Yes,True The systematic approach and use of knowledge, techniques, and resources to manage with change is known as change management. It includes designing and implementing corporate strategies, structures, processes, and technology in order to deal with changes in the external environment and the business environment.
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