The paper “ Change Debate - Rapid and Continuous Change versus Painless Change ” is a spectacular example of the essay on management. Change is always moving faster and history clearly details accounts of uncontrollable change. Its specific definition is still debatable as different authors have come up with their own definitions. For instance, Carmen Blain (2005) refers to change as a continuous process that involves re-adaptation and re-adjustment to enable man to respond to constantly changing situations behaviourally. Another scholar Ruggiano (2010) admits the fact that change is constantly moving though it does not necessarily have to cause a man to readjust and adopt it.
Change impacts animals and plants as well as organizations and their employees and in most cases, this change is difficult to manage. Over the last few years, the rate of change facing organizations has rapidly accelerated and so far, there is no study that has documented that this trend will end. This is today becoming a custom and not an exception and organizations are required to come up with strategic methods that will enable them to cope with the contemporary business environment that is characterized by competitive pressures, rising customer demands, and regulatory pressures.
Some of the measures to be adopted include initiating coping mechanisms such as new policies and technologies. However, some commentators argue that organizations must develop a capacity for rapid and continuous change, while others assert that organizations should attempt to introduce painless change. This essay thus seeks to evaluate these propositions in order to get a more relevant claim that fits the contemporary business environment (Ruggiano, 2010). Change means shedding off the old practices and embracing new practices.
It is often accompanied by a state of discomfort and stress, as it requires that an individual abandons the old practices and embrace new approaches. Considering the fact that introducing change to an organization often requires a great deal of attention, however for it to take place and become established, it is required that a new habit is developed. In the human body system, habits are often entrenched in the neural connections in the brain, meaning therefore that this will involve letting go of the internal state of the equilibrium.
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Carmen Blain, et al. Destination Branding: Insights and Practices from Destination Management Organizations. Journal of Travel Research, May 2005; 43: 328 – 338.
Johann Peter Murmann, et al. Evolutionary Thought in Management and Organization Theory at the Beginning of the New Millennium: A Symposium on the State of the Art and Opportunities for Future Research. Journal of Management Inquiry, Mar 2003; 12: 22 – 40.
Matthias Fuchs, et al. E-Business Readiness, Intensity, and Impact: An Austrian Destination Management Organization Study. Journal of Travel Research, May 2010; 49: 165 – 178.
Nicole Ruggiano. Grant and Contract Management within an Intergenerational Shared-Site Organization: A Case Study. Journal of Applied Gerontology, Aug 2010; 29: 455 - 474.
Sonja A. Sackmann, et al. Sustainable Change: Long-Term Efforts toward Developing a Learning Organization. Journal of Applied Behavioural Science, Dec 2009; 45: 521 – 549.
Timothy J. Kloppenborg and Melissa S. Baucus. Project Management in Local Nonprofit Organizations: Engaging Students in Problem-Based Learning. Journal of Management Education, Oct 2004; 28: 610 – 629.