Reference no: EM133087029

Our comparison between traditional organization development and change management defined by major consulting firms suggests that change management represents a new approach: There are differences with regard to underlying theory and analytical framework, the role of the change agent, and the preferred intervention strategies. Although the current literature lends support to key ideas behind change management, there are, of course, differences with regard to the skills of both individual consultants and the capabilities of the different consulting firms. For example, after presenting an earlier version of this article at the 1996 Academy of Management conference, we received several letters from practitioners trained in the classic OD tradition who remarked that many change management consultants often lack understanding of basic OD theory. A closer look at actual change programs probably would reveal a mixed picture of failures and successes, depending on both contextual factors and the skills of the individual consultants involved. However, this variability of skills does not detract from our argument. We believe that the emergence of change management is a significant trend, and we have shown that the basic principles of this approach are well supported in current research on large-scale change and strategic human resource management.

Question

1. Describe proses organisation development and change management in this article?