Organizational Behavior & Management Concepts 2 February 2017 Communication. By allowing managers to be exposed to the major organizational weaknesses their state of urgency will increase and the perception of the organization will change. This illustration alters employee’s perception of security and industry leadership, and the sense of.

He explains different ways in which the sense of urgency and perception can be changed. One of those ways is to “Create a crisis by allowing a financial loss, exposing managers to major weaknesses vis-a-vis competitors, or allowing errors to blow up instead of being corrected at the last minute” (P. By analyzing this example we can easily see how urgency will be raised and perceptions change between employees. Employees start worrying about their job security when a financial crisis is present. They will then want to learn about what is necessary to bring the financial stability back into the organization. Do Not Waste Your Time If the issue addressed and applied, it will bring job security in return. By allowing managers to be exposed to the major organizational weaknesses their state of urgency will increase and the perception of the organization will change.

This illustration alters employee’s perception of security and industry leadership, and the sense of urgency is raised. In general, most people are reluctant to change or conform to their environment whether it be a work environment or otherwise. There is always some degree of uncertainty when presented with change. A sense of urgency allows employees to see the need and the importance of change. Urgency has to be created and perceptions have to be altered within every department of an organization in order for a successful start to organizational change. “Stage 2, Creating a Guiding Coalition” Kotter’s second step in creating change in an organization is to create a guiding coalition.

The criteria for creating a strong guiding coalition would entail finding people who possess the experience, integrity and leadership skills within their positions. The job of the guiding coalition is a critical piece where implementation is necessary in order for organizational change efforts to begin. The people that are leading the efforts are in charge of making changes that should result in a more effective organization in terms of organizational strength.

This step can be compared to Ivancevich et al. ’s concepts of teams and changing attitudes. The guiding coalition should act as a synergetic team as described by Ivancevich et al. This team should be formed by individuals who are one hundred percent committed and dedicated towards the goal of organizational change. He describes an effective vision to include characteristics such as being “ambitious enough to force people out of comfortable routines”, “taking advantage of fundamental trends” and “having a certain moral power” (P.

This concept relates closely to the goal setting process approach as stated by Ivancevich et al. Goals correlate directly to the vision concept. A goal is “a specific target that an individual [organization] is trying to achieve; a goal is the target [vision] of an action” (Ivancevich et al., 2007, P. Setting an effective goal (vision) that is clear will motivate employees to take action in the organizations desired direction (Kotter, 1996, P. Setting a challenging but attainable goal (vision) will motivate employees to work harder towards the objective. Setting goals or visions can be a very influential method for motivating employees to work towards the organizational change (Ivancevich et al., 2007, P.