Wilfried Kruger develops the ice berg theory of change management and this entire theory depends upon the essence of change in organizations. The essence of change that is discussed in this theory is dealing with barriers. This theory gives an idea about the tip of the iceberg and it says that many change-oriented managers only look at the top of the iceberg, that comprises of cost, quality and time, which in other words is also known as issue management.
Change in organizations is usually based on different logics, and understanding these logics is essential for an organization (Poole & Ven 2004). Water is present on the surface of the iceberg, which depicts another important characteristic of change, implementation management.
This implementation management revolves around perceptions and beliefs and power and politics management.
Ice Berg Theory
The kinds of barriers that arise concerning the iceberg theory and the implementation part are totally based on the kind of change and the applied change strategy.
The applied change strategy contains elements like revolutionary changes in business processes, which are also known as business process reengineering, and it also includes evolutionary and incremental changes like Kaizen (Cummings & Worley 2008).
According to this theory, the people involved in change are opponents, promoters, hidden opponents, and Potential promoters.
Opponents: The opponents have a negative attitude toward change and dislike it. These opponents should be controlled by changing their perceptions about the change, and proper management of perceptions and change is required.
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