Managing Personal and Organisational Changes Essay - 1

Managing Personal and Organisational Changes - Essay ExampleAs a consequence, higher(prenominal) education institutions are today pressurised to follow an unconventional way of pedagogy approach and make do at the international aim, as the desire and intention of the students to gain a global career fortune increases in the 21st coulomb societal context. This in turn has substantially increased the competition level faced by higher education institutions whereby, political bodies have also been taking requisite measures in this particular sector to augment the level of competition (Coughlan, 2013). Therefore, adoption of change, under such circumstances, becomes quite pivotal for higher education institutions around the world. ... Based on the findings, inferences have been drawn along with specific recommendations to the move that university leaders arse take while applying the change. A Critical Analysis and Evaluation on the constitution of the Changes, Difficulties and Op portunities Facing the Higher Education Institutions Using Relevant Organisational Change Management Models and Theories In the 21st century context, managing organisational change is accounted as a common challenge faced by industry leaders. As by Waddell & Sohal (1998), organisational change management is considered as a major challenge in 21st century organisational management, fundamentally owing to the functioning of two pivotal factors one is the involvement of multiple change madcap forces and the early(a) is the influenced caused by retraining factors. In agreement to this notion of change management, By (2005) and McMurray & et. al. (2010) had argued that resistance to change is a common phenomenon that causes massive hindrances in applying change management strategies. This particular change management theory can be well assessed applying the Lewins Force Field Analysis model in the context of higher education sector. According to this model, change can be managed effici ently with the accurate identification of driving forces and restraining forces. dapple the driving forces implies those factors that influence and causes change in the organisational context, restraining forces tend to work as an obstruction or parapet to change enforcement (Hunt & et. al., 2006). When applying the Lewins Force Field Analysis model in the higher education sector, the driving forces can be identified in terms of job market alterations, business context changes, political changes and other societal changes that have