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This 4 page paper compares and contrasts The Nadler Congruence Model with The Mega Change Model. The importance of organizational models in general is discussed. Bibliography lists 4 sources.
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4 pages (~225 words per page)
File: RT13_SA348NaM.rtf
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and if not used, one may witness the downfall of a corporation or the incompetence that is inevitable in government institutions. Organizational models above all weed out problems and create
positive ideas. In order to implement an organizational model properly, several paradigms should first be evaluated. Also, it is more likely than not, that certain models will be best suited
for one particular type of organization but not for another. First, what is an organizational model exactly? An "organizational model" is actually just an abstract representation
in respect to organizational behavior and functions (Ford & Evans, 2003). While these types of models are usually developed by theorists and they are in fact well grounded, like
"Nadler and Tushmans (1980) congruence model of change" a good deal of the more popular organizational theories have originated from ordinary experience (2003). In other words, good ideas come
in the course of doing business. Also, organizational models do perform a function as they serve as a reference standard in terms of self-assessment (2003). They further identify organizational
processes as well as activities that might be carefully evaluated in respect to the assessment for at least one particular outcome or performance variable (2003). When selecting
a model, one needs to compare and contrast various types to see if the model is a good "fit" for a particular organizations. Different models are geared towards different things.
In choosing amongst models, two seem to stand out which are the Nadler Congruence and the Joyce Mega Change models. The Nadler Congruence Model is an organizational
diagnostic tool and based upon results of elaborate models as well as a number of verifications ("Mercer," 2003). Dr. David A. Nadler developed this model that "views the organization as
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