Change Agents in the Change Management Process
(One of the most fascinating components of the chan
Change Agents in the Change Management Process
(One of the most fascinating components of the change management process is the change agent. The change agent, who can be a leader, manager, employee, consultant, or customer, is a person who is often at the center of the change management process and performs several critical functions in the overall process.
Discuss the following regarding change agents:
- Define the concept of a change agent, including the traits and characteristics that best represent a change agent in today’s organization.
- Discuss the role of a change agent in the change management process (e.g., formal or informal role, position of authority or power, etc.).
- Assess how a change agent can influence the generation, direction, success, or failure of a change initiative.
- Finally, assess any challenges a change agent may have in the change process (e.g., not agreeing with the change, management not truthfully sharing the repercussions of the change, etc.) and how these challenges should be addressed.
Embed course material concepts, principles, and theories, which require supporting citations along with two scholarly peer-reviewed references in supporting your answer. Keep in mind that these scholarly references can be found in the Saudi Digital Library by conducting an advanced search specific to scholarly references.
You are required to reply to at least two peer discussion question post answers to the weekly discussion question. These peer replies need to be substantial and constructive in nature. They should add to the content of the post and evaluate/analyze that answer. Normal course dialogue does not fulfill these two peer replies but is expected throughout the course. Answering all course questions is also required.
Change agents should be highly influential in an organization, in that they gain their influence by virtue of their reputation among the various stakeholders. However, they can also be polarizing, as they are often more positive and driven than other employees. Their encouragement for others to change their attitudes and actions can cause some to develop a negative opinion of them. In view of this, consider what actions and strategies a change agent can use to reduce resistance to both the change and to the change agent. Also, consider how a change agent can respond when the organization is not supportive of the change agent’s efforts to champion change on behalf of the organization.
Learning Outcomes:
- Evaluate the traits and competencies which contribute to change agent effectiveness.
- Differentiate between the four types of change leaders.
Readings
Required:
Chapter 8 in Organizational Change: An Action-Oriented Toolkit
Nielsen, K., Dawson, J., Hasson, H., & Schwarz, U. von T. (2021). What about me? The impact of employee change agents’ person-role fit on their job satisfaction during organisational change. Work & Stress, 35(1), 57–73.
Recommended:
Chapter 8 PowerPoint slides 
Chapter 8 PowerPoint slides – Alternative Formats in Organizational Change: An Action-Oriented Toolkit
ge management process is the change agent. The change agent, who can be a leader, manager, employee, consultant, or customer, is a person who is often at the center of the change management process and performs several critical functions in the overall process.
Discuss the following regarding change agents:
- Define the concept of a change agent, including the traits and characteristics that best represent a change agent in today’s organization.
- Discuss the role of a change agent in the change management process (e.g., formal or informal role, position of authority or power, etc.).
- Assess how a change agent can influence the generation, direction, success, or failure of a change initiative.
- Finally, assess any challenges a change agent may have in the change process (e.g., not agreeing with the change, management not truthfully sharing the repercussions of the change, etc.) and how these challenges should be addressed.
Embed course material concepts, principles, and theories, which require supporting citations along with two scholarly peer-reviewed references in supporting your answer. Keep in mind that these scholarly references can be found in the Saudi Digital Library by conducting an advanced search specific to scholarly references.
You are required to reply to at least two peer discussion question post answers to the weekly discussion question. These peer replies need to be substantial and constructive in nature. They should add to the content of the post and evaluate/analyze that answer. Normal course dialogue does not fulfill these two peer replies but is expected throughout the course. Answering all course questions is also required.
Change agents should be highly influential in an organization, in that they gain their influence by virtue of their reputation among the various stakeholders. However, they can also be polarizing, as they are often more positive and driven than other employees. Their encouragement for others to change their attitudes and actions can cause some to develop a negative opinion of them. In view of this, consider what actions and strategies a change agent can use to reduce resistance to both the change and to the change agent. Also, consider how a change agent can respond when the organization is not supportive of the change agent’s efforts to champion change on behalf of the organization.
Learning Outcomes:
- Evaluate the traits and competencies which contribute to change agent effectiveness.
- Differentiate between the four types of change leaders.
Readings
Required:
Change Agents in the Change Management Process
(One of the most fascinating components of the change management process is the change agent. The change agent, who can be a leader, manager, employee, consultant, or customer, is a person who is often at the center of the change management process and performs several critical functions in the overall process.
Discuss the following regarding change agents:
- Define the concept of a change agent, including the traits and characteristics that best represent a change agent in today’s organization.
- Discuss the role of a change agent in the change management process (e.g., formal or informal role, position of authority or power, etc.).
- Assess how a change agent can influence the generation, direction, success, or failure of a change initiative.
- Finally, assess any challenges a change agent may have in the change process (e.g., not agreeing with the change, management not truthfully sharing the repercussions of the change, etc.) and how these challenges should be addressed.
Embed course material concepts, principles, and theories, which require supporting citations along with two scholarly peer-reviewed references in supporting your answer. Keep in mind that these scholarly references can be found in the Saudi Digital Library by conducting an advanced search specific to scholarly references.
You are required to reply to at least two peer discussion question post answers to the weekly discussion question. These peer replies need to be substantial and constructive in nature. They should add to the content of the post and evaluate/analyze that answer. Normal course dialogue does not fulfill these two peer replies but is expected throughout the course. Answering all course questions is also required.
Change agents should be highly influential in an organization, in that they gain their influence by virtue of their reputation among the various stakeholders. However, they can also be polarizing, as they are often more positive and driven than other employees. Their encouragement for others to change their attitudes and actions can cause some to develop a negative opinion of them. In view of this, consider what actions and strategies a change agent can use to reduce resistance to both the change and to the change agent. Also, consider how a change agent can respond when the organization is not supportive of the change agent’s efforts to champion change on behalf of the organization.
Learning Outcomes:
- Evaluate the traits and competencies which contribute to change agent effectiveness.
- Differentiate between the four types of change leaders.
Readings
Required:
Chapter 8 in Organizational Change: An Action-Oriented Toolkit
Nielsen, K., Dawson, J., Hasson, H., & Schwarz, U. von T. (2021). What about me? The impact of employee change agents’ person-role fit on their job satisfaction during organisational change. Work & Stress, 35(1), 57–73.
Recommended:
Chapter 8 PowerPoint slides Chapter 8 PowerPoint slides – Alternative Formats in Organizational Change: An Action-Oriented ToolkitChapter 8 in Organizational Change: An Action-Oriented Toolkit
Nielsen, K., Dawson, J., Hasson, H., & Schwarz, U. von T. (2021). What about me? The impact of employee change agents’ person-role fit on their job satisfaction during organisational change. Work & Stress, 35(1), 57–73.
Recommended:
Chapter 8 PowerPoint slides Chapter 8 PowerPoint slides – Alternative Formats in Organizational Change: An Action-Oriented Toolkit
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