Organizational change is one of the most fundamental elements that occur on a regular basis. Change is deemed crucial especially in an ever-changing environment endowed with significant technological advancements. The primary focus, in this case, is on a situation whereby the top management changed from using regular badges to badges with inbuilt GPRS framework. This kind of change was meant to enhance greater managerial efficiencies.
The change process from analog to digitalized badges was accomplished courtesy of Roger's diffusion of innovation theory and Kotter's eight-step model. Diffusion of innovation theory gives insights on how a given product or idea gains momentum and spreads through a certain social system or population (Bakkabulindi, 2014). This theoretical framework was essentially backed-up with the utilization of Kotter's eight-step model. It is a model that emphasize on the need of establishing a sense of urgency, establishing a regulatory coalition, developing a strategy and vision, communication of the change vision, empowerment of a broad-based action, generation of short-term successes, amalgamation of gains to produce additional changes, as well as the need of anchoring change in an organizational culture (Bakkabulindi, 2014). The blend of the two change frameworks resulted in the successful adoption of digitalized badges.
Delegate your assignment to our experts and they will do the rest.
In the process of adopting this change, the first two steps in Kotter's model comprising the establishment of a sense of urgency and establishment of a regulatory coalition proved to be very effective. The fruitful results were realized due to thorough mobilization and consultation that was affected by the top management before introducing the new system. On the other hand, diffusion of innovation theory enhanced a greater sense of practicability that was fundamental for the consequent organizational change.
The only perspective that appeared detrimental to this change model was its mechanistic nature that failed to consider the organization as a community of people. From the personal point of view, it would have also been a bit useful to incorporate the system's theory underlined by Peter Senge since it takes into consideration the social aspects of change about the mechanistic framework.
References
Bakkabulindi, F. (2014). A call for Return to Rogers’ Innovation Diffusion Theory. Makerere Journal Of Higher Education , 6(1), 55. http://dx.doi.org/10.4314/majohe.v6i1.4
