1. By Meditha Karunatillaka

2. Should be an Academic Essay Essay Format (Intro, Body and Conclusion) No Need of an Executive Summery No Need of a table of Content It is an Essay not a Report Pass needs 20 references 12 should be refereed Journals 20 References means 20 different sources

4. 6. Organize and write Essay 5. Summarize and Analyze primary source 4. Divide to primary and secondary sources 3. Conduct Search 2. Identify Sources (Websites/Journals/Books) 1. Identify Topic and Key Terms

5. 1.Research 2.Analysis 3.Brainstorming 4.Thesis 5.Outline 6.Introduction 7.Paragraphs 8.The Conclusion 9.Modern Language Association Style 10.Language

7. An Essay Must be an Argument Write the Introduction Main Point and Paragraph Structure Write a Conclusion

8. Conduct a Literature Review On Organizational Change Literature Period from year 2000 to 2011 Skills of a Change Leader would require to take part in Change Management Programme in Different Contexts And to develop new ways of approaching Organizational change Identify Skills that directly transfer across those context

9. Identify Skills (if any) that you feel are needed but not evident in literature

10. Take the Skills that you locate in your Essay Allocate importance of these skill to each of the Meta-Model Do NOT need to provide your explanation on the allocation How you perceive the importance of that skill at Three nominated stages for each model

11. Consider four Meta Models of change in Module 1 Categories your skill in to a matrix Three stages to look at; Pre Change-A Change Implementation-B Post Implementation-C 10 point among above stages

12. If you feel that skill was important across three (03) stages of meta model, then you would allocate 10 points across those stages based on your importance.

13. Use to identify the Big Picture Framework for analyzing and understanding change Four Meta-models : Four Meta-models : 1.Radical or Revolutionary 2.Incremental or Evolutionary Change 3.Punctuated equilibrium model of Change 4.Continuous Transformational Model of Change

14. Organization Change all aspect of their Operation In a Single Move In a Short Time Frame Examples : Structural Change Cultural Change

15. Uses Authoritarian Power to force Change Merits 1)Rapid Change 2)Specific Directions 3)Measurable Outcome 4)Planned Goals

16. Demerits 1)Individual change is overlooked Will not be successful without a Strong Authoritarian Leader with focus

17. Known starting and ending point Continuity in the pattern of ongoing change Continuity in values, structure, employees Each change step is in short in duration

19. © 2005 Prentice Hall Inc. All rights reserved. 8– 19 Sequence of actions: 1.Setting group direction 2.First phase of Inactive 3.Half-way point transition 4.Major changes 5.Second phase of inertia 6.Accelerated activity Sequence of actions: 1.Setting group direction 2.First phase of Inactive 3.Half-way point transition 4.Major changes 5.Second phase of inertia 6.Accelerated activity Temporary groups go through transitions between inactive and activity.

21. In order to service Organizations must Develop ability to change continuously Environment which organization operate is changing and will continue to change Rapidly, Radically and unpredictably Only by Continuous transformation will Organizations be able to keep aligned with environment and survive

22. Redefining Cooperate Strategies Fitting Systems To Structure Trailing in Market Place

24. Planning Skill Leadership Skill Management Skill Interpersonal Skill Communication Skill Problem Solving Skill Consultation Skill Decision Making Skill Time Management Skill Skills relative to the task Degree of focus

25. Armenakis and Harris (2002) identifies persuasive communication, active participation, and managing internal and external information as important characteristics that a change agent should possess in order to convey the change message and create readiness for change among the target group.

26. Persuasive communication is where the change agent directly communicates the change message to the target group primarily through verbal means. Active participation is perhaps the most effective trait in transmitting the change message as it capitalizes on self-discovery. The management of information refers to using internal and external sources to provide information regarding the change. Most people are resistant to change due to lack of information.

27. Hence, if a change agent can persuasively communicate why change is necessary using both internal and external sources, demonstrate how the target group’s skills are of value to carry out change and illuminate why the target group must welcome the change for both the organization’s and their own benefit then it becomes easier for the target group to develop an optimistic outlook towards change.