Analysis of Management base off of the book Who Moved My Cheese by Essay

Analysis of Management base off of the book Who Moved My Cheese by Spencer Johnson - Essay Example Changes are unique and specific depending on the diversity of the workplaces; however, they display some degree of similarity with regard to how they are implemented. For any firm to run, it has to undergo some changes. The changes may be both internal and external, and they occur along its life line aimed at various reasons of prosperity. As a result, the necessities for the changes are numerous. Firstly, internal change assists in maximizing the opportunities presented by the proposed change. This is achievable and is usually guided by the laid down procedure that presents the innovation. Also, it helps identify and overcome impediments that overburden a given enterprise which directly brings down the outcome for which the organization is set. Change could also be done to minimize the disruption to programs and services. This is especially where there is no clear definition of roles in a workplace. In most cases, this leads to the duplication of duties; hence, inefficiency in servi ce delivery (Mayle & Salman, 2009). External changes usually arise from the authorities, and they do not necessarily aim at improving the conditions at the work place. However, these changes have to be dealt with to ensure a good working environment. When these changes come about, it is the duty of the management to know how to deal with them. The management is, therefore, involved in various ways with this regard. This is because it has to ensure that it balances the changes being introduced and the interests of the people executing them (Spencer, 1998). Hence, its role is double edged; first to ensure that the change is executed as well as solve any dispute or resistance arising from the given change. The management of these changes can only be successful if the manager applies appropriate managerial styles. The management’s first mandate is overseeing of the enactment of changes and using various management styles. Furthermore, management styles evolve with time; hence, th ey can be classified as old and new. However, they all serve the purpose intended. The first approach is organizational development (OD). This is an approach which recognizes the reality of post-modern organization. This internal change approach enhances the separation of roles brought about by the intended change; hence, increased efficiency (Mayle & Salman, 2009). The Integrated Strategic Approach (ISC) as another method. This is change management method where participation is encouraged. This is such that all employees are involved in the analysis, planning and implementation process. Therefore, this means that they work together towards creating shared ownership, as well as improving coordination and integration of all work stations. This change .management approach fits well because it faces less resilience since it creates an environment where every worker feels as part of the system (Beerel, 2009). Trans-organizational development (TD) is another approach which is emerging. T his approach has been brought about by the realization that everything is interdependent and organizations are part of a bigger system. TD is a form of planned change that enables organizations to collaborate with each other in resource and risk sharing. This is especially in cases of external changes that cut across various organizations. Spencer (1998) suggests that organizations should approach change less