Internal vs External Change Leaders

1790 Words Jan 25th, 2013 8 Pages
Introduction

Organisation development(OD) is a planned process of change in an organisation’s culture through the utilization of behavioral science technology, research and theory (Warner Burke, 1982). It also refers to a long range effort to improve an organisation’s problem solving capabilities and its ability to cope with changes in its external environment with the help of external or internal behavioral-scientist consultant or change agents (Wandell French, 1969).

Organisation transformation(OT) is a term referring collectively to such activities as re-engineering, redesigning and redefining business systems. It is often used when there is existing issue faced by the organisation.

Organisation development is the preferred choice
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Strong inter-relationship between internal change agents, the fellow employees and clients can help in the understanding of the result gathered in the earlier steps. This is important as the failure to establish a common frame of reference in this relationship will lead to faulty diagnosis or to a communication gap whereby client become unwillingly to believe the diagnosis. By using internal change agents, organisations are more likely to have the trust in the diagnosis as compare to external change agents because internal change agents have the more sense of ownership to the OD as compare to external change agents.
Joint action planning: At this stage, further action for the OD had been decided. Internal change agents will have the advantage of getting hold of the first hand information. Any immediate follow up action can be access and rectify
Action: This stage involves the actual change from one organisation state to another. It may include installing new methods and procedures, reorganising structures and work designs, and reinforcing new behaviour. This stage may also take a long period to reach the ideal outcome. Although external change agents are often viewed as professional and has more credibility, internal change agents have the advantage of the sense of ownership to the change. Internal change agents are viewed as part of the organisation and fellow employee will trust them and will result in a smoother transition period.
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