Six Images Of Change: The Six Images Of Managing Change

In 2004, Morgan Spurlock subjected himself to a 30-day diet based solely on eating McDonald’s for 3 times a day and no working out. He wants to show and prove what the mental and physical effects are of consuming fast food for every meal. He set a few rules. He had to do it for 30 days, he can only eat or drink what is provided on McDonald’s menu, has to try everything on the menu at least once and if asked to supersize his meal, he must do so. He started his journey under the care of three physicians, one cardiologist, a gastroenterologist and a general practitioner. The unanimous decision was that Spurlock was in excellent health. They monitor him over the next 30 days to make sure he is not exposing himself to damage that cannot

     Morgan Spurlock decided to make this documentary to investigate the fast food companies, and the effects of certain fast food chains products, particularly McDonalds, on the health of society. This Documentary explores the United States growing epidemic of obesity and diabetes as well. Morgan decides to eat nothing but McDonald's food for thirty days. He must eat one of everything on the menu at least once, and when asked to super size his meal he must do so. Another stipulation of Morgan's experiment is that he can only take 5,000 steps a day to replicate the exercise that most average Americans get on a daily basis. He must also eat three meals a day, no exceptions and if McDonalds doesn't serve it

McDonald’s is killing Americans, at least that is what Morgan Spurlock believes. In his documentary Super Size Me he embarks on a quest to not only describe and use himself as an example of the growing obesity trend, but to offer the viewers with base-line nutritional knowledge that will allow them to draw their own informed conclusions. Spurlock's primary intention is to prove through self-experimentation that eating solely McDonald's food is dangerous. His secondary intention is to denounce the rising obesity rate in American by using statistics, his own research, and the opinions of experts. His broader message is for a general audience while he tailors select chapters towards more specific demographics such as parents or McDonald's

The image concept that I would suggest for this company to follow is, The Change Manager as Interpreter. I chose this image because in the text, it states that, “the interpreter image to managing change places the change manager in the position of creating meaning for other organizational members, helping them to make sense of various organizational events and actions. It is these events and actions that, in and of themselves, constitute a changed organization. It is up to change managers to represent their staff (and others) what these changes actually mean.”(Palmer, Dunford, Akin, 2nd Edition, 2009) This concept applies very much to the situation that is

Morgan Spurlock’s motivation to create his documentary emerged from a certain court case, in which two teenage girls sued McDonald's for selling them products that resulted in them being obese for their age group (Spurlock). McDonald’s testimony stated that the girls could not fully prove that it was the McDonald’s product that were making them overweight and that eating their products for every meal would be seemingly dangerous (Spurlock). Spurlock to this statement into his owns hands and a decided to conduct a month long experiment, in which he would go on a thirty-day long binge of McDonald’s food for breakfast, lunch, and dinner to prove if and how fast food can make a person obese (Spurlock). It is well known within the general public that fast food in not a healthy option for a meal but for many, fast food is the only

Businesses are facing a dichotomy between wanting to chalk out an all-time structure and strategy for their organization, and recognizing that their world is in a constant state of flux [3]. For most of the 20th century they were largely focused on the static elements of this dichotomy. However, in the last decade changes have become more frequent and more dramatic, so much so that a whole branch of management is now devoted to the subject of change itself.

In a society that is facing numerous problems, such as economic devastation, one major problem is often disregarded, growing obesity. As the American society keeps growing, so does growth of the fast food industry and the epidemic of obesity. In order to further investigate the main cause of obesity, Morgan Spurlock, the film director and main character, decides to criticize the fast food industry for its connection with obesity in America. In his documentary Spurlock performs a radical experiment that drives him to eat only from McDonald's and order a super-sized meal whenever he is asked. By including visual and textual techniques, rhetorical appeals, and argumentative evidences, Morgan Spurlock was able

Describe the role you think is most often used in your industry to manage/inspire change?

In order to manage change a manager needs to understand innovation and change in an organisation

Excellent question, I would assume that I have seen the three types several times. However, I will to be concise I will comment on the third problem, since by far it is the most vital and acute issue. As the old say “always blame the boss “or “fix the head, everything else will fix itself”. As I explained in prior posts, in the change process we have the change sponsor or the top layer management such as CEO or COO, VP. When it comes to effective and successful implementation of any change, it is all about the change sponsor behavior and actions. One of the main roles of the change sponsor is to select the change agent, to lead the change or be the change “agent.” In the sense, that talented people must be put in charge of implementing it and

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

As Niccolo Machiavelli once stated "There is nothing more difficult to take in hand, more perilous to conduct, or more uncertain in its success, than to take the lead in the introduction of a new order of things" (Burtonshaw-Gunn 2008 p 21). Change is as influential as it is necessary. Adopting effective change can also be a difficult endeavor. That is why this research is examining particular change models as a way to better understand methods which can be transposed into real practice. Here, the work of Palmer & Dunford (2009) is examined, in particular the concepts of change images found in chapter two of the work Managing Organizational Change: A Multiple Perspectives Approach. Change model images essentially prepare a foundation of structure and leadership for managers, which can be decided upon based on the specific environmental factors involved in the change itself. Managers can choose particular management styles based on the specificities of the situation and the desired results.

In order to survive and prosper in a rapid changing environment of business world, organization is often required to generate fast response to changes (French, Bell & Zawacki, 2005). Change management means to plan, initiate, realize, control, and finally stabilize change processes on both, corporate and personal level. Change may cover such diverse problems as for example strategic direction or personal development programs for staffs. In this