Change management styles dunphy and stace
Dunphy and stace (1993) identified
Perrott Eds. Dunphy worked with senior executives of corporations, companies, and organizations, in Australia and internationally, in designing large-scale in-house and system-wide change programs. He also contributed to the internationalization of management theory through studies of management, including change management, in East Asia. The leadership styles involved in implementing the change. This model has been criticized due to its excess of dependency on the change drivers and the leadership style which they adopt for implementation of organizational change instead of analysing the organizational factors. Academy of Management Executive, 3 3 , — They equally highlighted that the transformational change could be both consultative as well as coercive in nature. New York: Plenum. Google Scholar Parry, W. Dexter Dunphy and Doug Stace, through their contingency model proposed that depending upon the environment, both the managers as well as the change agents should vary their change strategies. Transformational change can be necessary in situations when an organization is faced with a position of disequilibrium or is out of the fit, as a result of which a quick action is needed or transformational change is required for ensuring the survivability of the organization. Share this:.
Google Scholar Bales, R. Boston: Heath.
Anderson and anderson 2001 change management
The general inquirer: A computer approach to content analysis in the behavioral sciences — Studies in psychology, sociology, anthropology and political science. Google Scholar Heinicke, C. Sydney: Human Synergistics. Fine tuning refers to the process of making small modifications to improve or optimize the outcome; incremental change as when individual parts of an organization deal increasingly and separately with one problem and one objective at a time Burnes ; modular transformation refers to major organizational changes to the components of an organization rather than the whole firm and corporate transformation refers to strategic whole-of-organization change. Obviously, like many other contingency theories, there are no perfect, one option for all situations, adaption makes the best choices. Google Scholar Dunphy, D. Cliques, crowds and gangs: Group life of Sydney adolescents. Cambridge, MA: Addison-Wesley.
Google Scholar Stace, D. Sustainability: The corporate challenge of the 21st century.
Parry, W. Human Relations, 46 8— Google Scholar Stone, P.
Directive Style: The Directive Style of Leadership involves least participation from the employees in the decision-making process related with the organizational future, instead this kind of leadership uses authority for implementing vital decisions related to the organizational change.
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