Evolutionary vs Revolutionary Change in Hrm

1748 WordsApr 4, 20127 Pages
MB602 Human Resource Management & Change Management Facilitator: Dr. Marian Crowley-Henry Submission Date: 17th November 2011 Assignment 2: Word-count: 1452 Student Name & ID: Martin Wickham 66134951 Self-check on Turnitin used: Yes Declaration I declare that this assignment which I submit in partial fulfilment of the assessment requirements on MB602 is my own work, attributes relevant quotes and/or ideas to the respective authors/owners of such quotes/ideas, adheres to the Harvard style of referencing, and has not been submitted as an assignment elsewhere. Signed Date: 17th November 2011 Essay Choice The most effective way to change an organization is to use evolutionary change. OR. The most effective way to…show more content…
The word “revolution” indicates a change of direction and this implies dealing with the question of momentum. Momentum carries an organisation forward in a direction and must be halted or diverted to achieve radical change. (Miller and Friesen, 1980) studied 24 structural and strategy making variables over time and found that organisations tend to have significant inertia when it comes to changing direction. They found that once a strong momentum is in place, this momentum tends to carry forward in the same direction until it is interrupted. This phenomenon is equally true for companies with an entrepreneurial culture, which become excessive in their entrepreneurial drive or companies which bureaucratic and become increasingly rigid and risk averse. This momentum could be either functional or dysfunctional but in either case, a revolutionary change is required to generate the necessary energy to displace the momentum towards a new direction. It is also important to note that revolutionary change is not a predictor of success. In some cases it can help re-invigorate a failing organisation but there is evidence to suggest that it can also disrupt an otherwise functioning and successful organisation. There are often significant costs and disruption associated with revolutionary change (Miller, 1982) and this type of change can create great anxiety and
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