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The bachelor thesis provides a concise overview of organisational development, which is presented using the example of change management.
The treatise is based on the fundamental works of Kurt Lewin, Bernhard M. Bass and John Paul Kotter, which are systematically presented in a sequential manner. The critical reflection on change management strategies is expanded to include aspects of leadership style and personnel development.
The current challenges of social and technological change affect individuals and organisations alike, albeit to varying degrees. In this respect, organisations in particular are confronted with problems in reacting to change and actively shaping change. Influences in the form of scarce resources such as time and money, as well as competition and the pressure to innovate, require organisations to have more flexible tools and strategies than ever before in order to secure their own future viability.
Organisations counter influences either by anticipating future developments and shaping change at an early stage, or by reacting to a crisis. In both cases, there is a need for the actors to change current conditions in order to adapt and maintain the organisation's function to the changed conditions. Dealing with change and building change competencies is therefore one of the central tasks of organisations, the success or failure of which appears to depend largely on how development processes are managed. Change management is one strategy that can be used to organise such development processes.
Inhaltsverzeichnis (Table of Contents)
- Introduction
- Definition of Change Management
- A model of social change
- A change management strategy
- Leadership style in change management
- Definition of leadership
- Definition of leadership style
- Transformational leadership
- Human image of transformational leadership
- Characteristics and behaviour of leaders
- Personnel development in change management
- Criteria for personnel development
- Methods of personnel development
- Conclusion
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This Bachelor thesis explores the design of development processes within organizations, focusing on change management as a strategic framework. It aims to delve into the theoretical underpinnings of organizational change, examine practical implementation strategies, and investigate the role of leadership and personnel development in facilitating successful change processes.
- The theoretical model of social change and its relevance to organizational development.
- Practical strategies for managing organizational change, exemplified by John P. Kotter's approach.
- The significance of leadership style, specifically transformational leadership, in driving change initiatives.
- The importance of personnel development in preparing employees for and enabling them to adapt to organizational change.
- The overall objective is to gain a deeper understanding of organizational change processes and to encourage further development of one's own actions in this regard.
Zusammenfassung der Kapitel (Chapter Summaries)
The introduction sets the stage by emphasizing the omnipresence of change in modern society and its implications for both individuals and organizations. It highlights the challenges that organizations face in adapting to and shaping change, emphasizing the critical role of change management in ensuring their future viability.
Chapter 2 delves into the definition of change management, exploring various perspectives from psychology, medicine, social sciences, education, and business administration. It introduces Kurt Lewin's model of social change as a foundational framework for understanding organizational development processes. This chapter also examines John P. Kotter's change management strategy, providing practical insights into how organizational change can be implemented effectively.
Chapter 3 focuses on the role of leadership style in change management, defining leadership and exploring different leadership styles, particularly transformational leadership. It examines the characteristics and behaviors of transformational leaders, highlighting their ability to inspire and motivate individuals to embrace and drive change.
Chapter 4 delves into the importance of personnel development in change management. It outlines key criteria for effective personnel development programs and explores various methods that can be used to prepare employees for organizational change. The chapter emphasizes the need to equip employees with the knowledge, skills, and attitudes necessary to navigate and adapt to changing environments.
Schlüsselwörter (Keywords)
This work examines the core concepts of change management, organizational development, social change, leadership, transformational leadership, personnel development, and strategies for implementing successful change initiatives within organizations.
- Citation du texte
- Andreas Lange (Auteur), 2016, Change management. How can development processes be designed in organisations?, Munich, GRIN Verlag, https://www.grin.com/document/1466998
