Discussion of chapter 3: Leadership and the Role of the Change Agent Essay

Question 1: Distinguish between an internal and an external change agent. Give examples or explain particular circumstances where internal and external change agents have exercised successful change programs.
Change agents may differ consistently being either internal or external. In this regard, it is important to distinguish internal and external change agents because they may affect consistently the nature and scope of change. To put it more precisely, internal agents are agents working within an organization. For instance, a new top executive or the change within the organizational structure may provoke a consistent change and stimulate the wide introduction of innovations. In such a way, internal agents are limited to the organization itself. As for external agents, they are outside agents that may have direct relation to the organization or may have no direct relation to functioning of the organization at all. For instance, customers may change their behaviour or preferences under the impact of the change in technology or introduction of a new product by a rival organization. As a result, the organization has to adapt the new technology and cope with the challenge to maintain its customers loyal to the brand. The economic recession may affect consistently the performance of the organization and stimulate its change.
Question 2: What are the core skills of an OD practitioner? How do you think these skills would differ from those of a practitioner who is known to favour organisation transformation (OT)?
An OD practitioner should have well-developed communication skills to be able to communicate changes to the personnel of the organization and to help the organization to introduce the change successfully. An OD practitioner should be a leader. In addition, an OD practitioner should be able to learn and help other people within the organization to learn. The latter is very important and is the distinct feature, which makes an OD practitioner different from a practitioner who is known to favour organization transformation because through learning the organization keeps progressing and substantial transformations are not necessary.
Question 3: What are the advantages and disadvantages of an internal change agent? Compare these with the advantages and disadvantages of an external change agent.
Advantages of an internal change agent are the full information the internal agent has of the organizational structure, culture, and performance. On the other hand, the internal agent may have poor information on the current business environment and advanced trends in rival organizations. In contrast, external agents are well-informed of the recent trends in the industry and may stimulate organizations to introduce innovations. On the other hand, external agents have poor information of internal structure and capability of the organisation to introduce changes, which external agents consider to be essential.
Question 4: Explain what is meant by “emotional demands” and why is it important to consider in the change process?
The “emotional demands” are needs above basic needs of individuals working within an organisation. For instance, emotional demands may be the demand of recognition of an individual’s achievements within the organisation or his or her contribution to the organizational performance. Emotional demands are often closely-intertwined with non-material motivation of employees. When their emotional demands are met, they work effectively and productively. Emotional demands affect performance of employees consistently and managers should meet their emotional demands to create healthy organizational culture.
Question 5: What is meant by the “professional ethics” of a change agent? Do you know of any instances where there may be conflict? Explain the circumstances.
“Professional ethics” of a change agent is the code of conduct and basic moral and ethical principles, which change agents should respect and observe in the course of their work. For instance, they should not put their personal interests prior to the interests of the organization.