Managing change and transition


The Brisson-Banks (2010) article in the required reading for this unit compares the five different change management models presented in this unit, and it describes various situational variables that could influence the effectiveness of each. Utilizing all of the knowledge accumulated through this and the previous units, write a critique of the article.In your paper, be sure to include the following:

 Evaluate different aspects of organizational change.

 Discuss the role that leader vision and organizational climate plays in a change management strategy.

Discuss how effective change initiatives can influence organizational performance.

Sample paper

Managing change and transition

Due to the changes in the market and the processes of running a business, organizations have to change and re-engineered their processes, products, and services to adapt to the new changes in the market. However, business institutions and organization should learn and understand the importance of human element and its implication in managing any changes in the organization. Often, the success of a change in an organization entirely depends on the commitment of the employees to adopt and utilize the new changes, organization culture, and structure, the vision and mission of the organization as well as the availability of resources to finance the changes (Have, S, Have, & W, 2017). As a result, managers and team leaders should not ignore human element in the change process considering employees are the most variable asset an organization can own and significantly influences the success of the changes being implemented.

There are three primary aspects of organization change that any manager or leader should be wary about and should pay much attention to since they drive the changes. These elements include;

  1. Behaviororganization culture acts as the blueprint of guiding how employees behave in the workplace. Behavior encompasses all reactions of the employees to organizational changes and how the changes are communicated to the employees in an attempt to reduce resistance.
  2. Infrastructures – infrastructures consists of all resources deemed necessary to facilitate change in the organization. Therefore, infrastructure includes the physical environment where changes take place such as technology (Brisson‐Banks, 2010,).
  3. Thinking – employee perception and understanding of change are very crucial considering that their perception influences their willingness and ability to learn and adapt the new changes.
  4. Preparation – there is the need for the leader o prepare for change first before eventually preparing his followers. The leader must anticipate how the organization might change, considering that it is hard to tell what change and why the change.

The leaders of the organization should spearhead the changes needed in that particular organization. Organizational leadership gives shape to the new changes in the organization given their influence in their organization. Therefore, these leaders should be transformational and inspirational with visions and ambitions to succeed. Given the fact that in the current era organization is operating in an increasingly complex environment, leaders should enhance the adoption and implementation of the changes for the success of the organization. Moreover, a leader might use authoritative and participative leadership styles to oversee the changes in their organizations (Brisson‐Banks, 2010,). Through authoritative leadership, they can direct their teams on what they need to do to guarantee success. However, he or she should not ignore inputs from other members of the workforce or team as they may have useful ideas regarding the change.

Positive changes will eventually improve the performance of an organization. However, the management especially the human resource team should have abilities and capabilities of not only overseeing the implementation of the changes but also to determine the right time to bring changes to the organization. If the changes implemented in an organization are not managed properly, they can do more harm than good to the organization. A change should help the employee to up their game and improve their competitiveness in the market (Brisson‐Banks, 2010,).  However, if the changes come at the wrong time and are not managed, they can lead to confusion which will reduce the competitiveness of an organization. The article identifies and fully explains steps and strategies necessary to bring and manage changes to guarantee success and competitiveness of the organization.


Brisson‐Banks, C. V. (2010). Managing change and transitions: a comparison of different models and their commonalities. Library Management, 31(4/5), 241-252. doi:10.1108/01435121011046317

Have, S, Have, & W. (2017). Reconsidering change management: Applying evidence-based insights in change management practice.