Essay about A Comparative Analysis of Business Models Utilized in the Heart of Change by Cohen and Kotter, to Organizational and Behavioral Management

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A Comparative Analysis of Business Models utilized in
The Heart of Change by Cohen and Kotter, to Organizational and Behavioral Management
by Ivancevich, Konopaske, & Matteson

A Comparative Analysis of Business Models utilized in The Heart of Change by Cohen and Kotter, to Organizational and Behavioral Management by Ivancevich, Konopaske, & Matteson

Introduction
What is change? Change is ironically one of the very few consistencies in life. Yet we regard change as an aberration or a brief disruption, in a paradoxically ever so changing world. It is not a mystery then that the sum of all stress can be attributed to change, e.g., changes at work, changes in finances, changes in the family structure, etc. In light of this,
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Each of these approaches has their own set of detailed strategies, people approaches being the only strategy that mentions teambuilding. The other approaches result from managers delegating or maintaining the primary role in exception of multifaceted approaches which utilizes an eclectic method (Ivancevich, et al, 525-538). This is the primary contrast continuing with the comparison of the two books seeing that one of the central themes of The Heart of Change in this writer’s belief is approaching the change process with a team effort.
As we continue, and once the vision is set, Cotter and Cohen propose the key now is getting employees to buy into the reality of the change. This step fails perhaps for the most common reason of the vision not being clearly communicated. This is in my belief a very critical part of the change process. What is change if not in the right direction? It is literally the “wrong way.” Ivancevich et al., identifies a type of leader they classify as a ‘charismatic’ leader. A characteristic of charismatic leaders is that they express a shared quality with the company of what the future could be. Through communication technique, the visionary charismatic leader links follower needs and goals to organizational needs and goals (Ivancevich, et al, p. 459). Cotter and Cohen p.46 lists characteristics of successful guiding group team members, the last point under number two “as having the leadership skills