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Essay / Research Paper Abstract
This 6 page paper considers whether or not change management should still be considered as a separate subject. Modern management methods incorporate many approaches that support human relations management ideas, communicating with employees and taking social needs into account. The paper assesses the way that change management techniques are present in everyday management processes. The bibliography cites 10 sources.
Page Count:
6 pages (~225 words per page)
File: TS14_TEchmanage.rtf
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Unformatted sample text from the term paper:
management which aid with decision concerning the way management processes and styles may be adopted in order to best control and guide an organization. One aspect of the modern environment
is the need to change and adapt. In the past there have been models designed in order to explain the way change can be managed, which includes models such as
Lewins (1951), where there are three stages, the need to unfreeze, the change and the need to freeze, which provides a step by step guide on how change is likely
to be managed successful by dealing with the human elements with processes such as wining over the employees to support the change and including them in the way that the
change takes place (Huczynski and Buchanan, 2007). However, as times have changed so have management styles and it may be argued that were effective management is taking place there may
not be the same level of need for a focus on change management, with many of the practices seen in modern management incorporating the elements that have been specifically mandated
for use in change management. Looking at the concept of leadership this may support the idea that change management principles and approaches are now part of modern management techniques.
Peter Drucker states that a leader can not be defined by present personality types. The main trait he believes is that a leader has followers, sets examples, has responsibilities and
therefore will get results (Drucker in Hesselbein et al, 1997). He further goes on to recognise that a leader will usually submit themselves to a mirror test, continually judging themselves,
asking is the person they see in the mirror every morning the person they want to be (Drucker in Hesselbein et al, 1997). Leadership they has been studied over the
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