02.08.2020

3 types of change agents

He uses behavioural skills to deal with emotional and social problems of employees in accepting and implementing change.He facilitates change by developing awareness about the importance of change.He draws major plan for change based on his diagnostic skills.He studies the attitudes, personality, perception, beliefs and expectations of organisational members to the change process and motivates them to accept change and continue in the changed environment till a change is introduced again.Before uploading and sharing your knowledge on this site, please read the following pages:Huge Collection of Essays, Research Papers and Articles on Business Management shared by visitors and users like you. Change agent is the person who initiates change in the organisation to increase organisational effectiveness.Planned change may be change in people, structure or technology. ADVERTISEMENTS: After reading this article you will learn about the meaning and role of change agent in an organisation. A change agent is anyone who has the skill and power to stimulate, facilitate, and coordinate the change effort.

Few organisations are in a position to decide unilaterally that they will adopt an exclusively continuous change approach. One mistake we see too often is leaders make their selections based on who is available or who is the most technically knowledgeable , rather than on who has the right skills to influence others. In contrast, change sometimes unfolds in an apparently spontaneous and unplanned way. They view change as an on-going process with minor or major changes in the components of the organization4.

Also referred to as ‘first order’ or ‘incremental’ change, continuous change is characterised by people constantly adapting and editing ideas they acquire from different sources. Morrison (2003, p124) states “Examples of internal change agents are corporate board members, CEOs, executives, managers, and others in an organization’s work force. After the change programme is completed, they go to their original departments.They convince organisational members to accept and implement the change. He helps in smoothly carrying out the change process. Though change is a continuous process involving managers at all levels, who should initiate change and how has to be deliberately decided in planned change. There are a number of ways in which change can be categorised, most are related to the extent of the change and whether it is seen as organic (often characterised as bottom-up) or driven (top-down). They are not much affected by norms of the organization.3. They do not view change as an on-going process as they are appointed by the organization for specific tasks.4. Firstly, there is Developmental Change ; this occurs when you recognise a need to make improvements to an existing situation.

— Watton1. Since the Change Agent role is crucial, picking the RIGHT Change Agents is a critical step. We use cookies to give you the best experience and to help improve our websiteUnderstanding the nature of the change you wish to effect and the context in which you are working are important in determining an appropriate strategy. Internal change agents are usually the managers who are trained by the consultants (external change agents) to implement change as on ongoing process.They introduce change within the broad framework of change strategy devised by the external change agents.They also lead the members to implement the change process. They apply change practices suitable to the needs of the organization within the organisational norms.3. They take total view of the organization as a system.2. This typically tends to entail resizing of any form Members usually want to maintain status quo which is resistant to change. They help the organisation move towards self-renewal and growth2.

They work as consultants for the company and devise its change strategy.They are continuously involved in the change process. Their role is primarily educational as they educate people about the need for accepting and implementing the change.7.

Episodic change, according to Weick and Quinn (1999), is ‘infrequent, discontinuous and intentional’. Entering uncharted change territory without some sort of route map puts you at an immediate disadvantage from the start. He diagnoses the present situation in the organisation, foresees changes in the environment and helps the client company in adapting to the changing environment.3. He trains the internal change agents to implement the change process and introduce it further in the organisation. They work as trained by the consultants. They use problem-solving skills to deal with problems related to change.5.

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