Changing is the only thing that did not change. The world is changing every day, so we have today advanced society. The human changing every day, so we develop from the monkey. The science changing every day, so lot of diseases can be beaten today. The same as organisation, if we want an organisation or company to be better and better, we need to change our methods, working way, etc. Change is not easy; it needs leader’s courage, leader’s wisdom, what’s more, changing needs employees’ support.
Mullins said, “It is all down to the personality of the individual and there is little management can do about resistance to change” (Mullins 2010: 753). In my opinion, developing in a changing world need the people and the company change with the society and the world, People have lazy habit, we hate changing, we like comfortable, we like stable, because we do not know what happen If we change, will change harm us or change can bring us benefits? It’s like gambling, so just in case, do not change seems better, however, if you live in a changing world but you do not change, the world will change you, you will find more and more difficult to adjust to the society, if the company leader do not change the organisation to a better place, the competitors will beat you in the future. Although, Change in a company is very difficult, because when you change a policy or management in the company maybe you will harm a group of people who can earn from this point. Mullins thought that resistance to change could hardly be changed. It seems right when first time to listen to it, but think it deeply; it does not make any sense, because you can have a lot of living example to prove that it is wrong.
Huge amount of leaders to defeat the resistances, and led their organizations to a better position. For example, Gerstner former CEO of IBM, who survived IBM from losing 8.1 billion dollars in 1992 (Denning, 2011) .When Gerstner entered to IBM, the company got lots of problems, this huge blue giant seems to be broken any time, Gerstner started to change management in the company, Gerstner firstly changed the IBM culture and did not bid the staff drink alcoholic any more, and the AAS did not need to have a irrelevant meeting. IBM changed from a hardware supplier to a software and solution expert. (DiCarlo, 2002) Gerstner used very famous change management and it also what I suggested to mangers, which called McKinney 7-S model, which created by Robert Waterman, Tom Peters, Richard Pascale, and Anthony Athos in 1978 contained, Shared valued, strategy, structure, system, style, staff, skill. This management provided an efficient way to analyze a company, offering a direction in change. However, using this model has some disadvantages, likes, expand the necessity for change, the model is not simple, unlikeness are unheeded, if started to change it must change whole part. (Normandin, 2012)
From the above comparison and contrast, anyone can safely conclude that as long as the change is good and the management is reasonable and acceptable.
Denning, S., 2011. Why did IBM survive?. [Online] Available at: http://www.forbes.com/sites/stevedenning/2011/07/10/why-did-ibm-survive/
DiCarlo, L., 2002. How Lou Gerstner Got IBM To Dance. [Online]
Available at: http://www.forbes.com/2002/11/11/cx_ld_1112gerstner.html
Normandin, B., 2012. Three Types of Change Management Models. [Online] Available at: http://quickbase.intuit.com/blog/2012/08/28/three-types-of-change-management-models/