Tools of Organizational Change

One of the most effective tools of organizational change is Cummings and Worleys Five Dimensions of Leading and Managing Change with affirmation for a strategic, yet organized model, consisting of five distinctive activities:

Motivating change.

Creating vision.

Developing political support.

Managing the transition.

Sustaining momentum.

As a leader the ability to analyze, control, and maintain organizational change consists of strategic steps to preparing, manifesting, and stipulating the generalization of change through the use of effective tools, and methods to successfully achieve transformation for both internal, and external change.

Imposing change within an organization has proven ineffective for change management, which initially represents a key element in change leadership (Anthology, p. 2). According to Cummings, and Worley (2009) in order to achieve an effective change within management of an organization, it is recommended to abide by a strategic process in order to improve, stabilize, and grow. Any one individual can put efforts towards ensuring to achieve change; however without a firm strategic plan, and or a process like Cummings, and Worleys, the overall result minimizes an organizations ability to successfully transition into change.

Question1. Can't managers just dictate the change that needs to be made and expect employees to adapt the change as instructed? If not, why not?