Top Down Vs Bottom Up Change Essay

1041 Words5 Pages
“Evaluate the implications of defining the vision for change from the top down relative to the from the bottom up” There is really no organization that it is not faced with a changing situation. Technology and globalization are perhaps the biggest issues impacting most organizations today. The difficulties that loom for creating that change can be intimidating. How should we implement change? It's a simple enough question, surely there's a simple answer-especially since we get to do it so often. Every time we implement a new system or install a new process, we're implementing change. Change happens when someone commits to a new way of doing things and leads others to do the same. There are processes that help one to do that. The…show more content…
In the top-down approaches on change, management is fixated by the need to feel control and predict the actions of everyone in the organization. This is no longer an appropriate mindset in a world which requires adaptable, real time change. Top-Down change is driven by “change agents” responsible for turning the vision and values of the organization into reality. They work to secure employee commitment right down to the frontline, with the purpose of aligning strategic objectives and operational requirements. Most of the organizations change efforts often fails when a top-down approach is taken without having commitment from employees since there is little ownership or energy for the action that's needed to make it happen. It all depends on what's important - what captures people's attention at the time. It's about connecting clear visionary objectives and values with operational and local realities. Too often executives announce a plan, launch a task force, and then simply hope that people find the answers. An active top down approach to change is not enough to ensure success. Management must make serious attempts to communicate the nature and the impact of the proposed changes. Successful change management depends on participation of all employees in every step of the process and communication with the employees involved in the change process. Simply sending down the new directives and expecting employees to implement the new process is not acceptable.
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