Name: Madisa Mayibongwe Kagiso Student Number: 202300007

Lecturer: Dr. Tauetsile J.

First Assignment- Article Review- Fetish of change
Course: MGT 750

Introduction

This essay is about an analysis or review of an article by Chris Grey titled The Fetish of change,
Judge Institute of Management, University of Cambridge, UK (2003).

The paper is a polemical critique of the current orthodoxy that the world is changing at an ever
faster rate that organizations must adapt to this change in order to survive and that change
management techniques enable organizations to do this. There is no basis to evaluate the
proposition that the we face unprecedented rates of change, and change is not something to
which organizations must respond, but is instead an outcome of organizational actions. Change
management initiatives are largely failures, and the usual explanations for these failures are
inadequate.

Results of the findings.

The author largely takes a pessimist view of change management and its significance in
addressing modern challenges. I am not fully convinced that change management has become a
fetish as change is a real phenomenon that can be a threat or opportunity to an organization. How
an organization responds is critical to its success. Change management is necessary for
competitiveness and adaptation in the volatile local and global market. In essence we cannot
divorce ourselves from capitalism

Analysis
This essay is an analysis of change management and whether it has become a fetish, whether
organizations should adopt change management and whether they should keep up in order to
survive.

Aim
To critically evaluate the following key reading focusing on the following
 The author s argument and his basis for it.
 Evaluate the arguments in favor and against *
 Provide solid empirical evidence for my position.

My position
I disagree with the author that Change Management has become a Fetish. The 21 st century is
characterized by globalization, digitalization’ and changing consumer expectations that cannot
be ignored by organizations. proactive change usually proves to be more appropriate than
reactive change, Lauer(2023).
The key finding is that change management is not a one size fits all approach, it has to be tailored
to each organization and its environment for successful implementation. Change management is
necessary and has its advantages and disadvantages. It should be implemented strategically to
realize its benefits. Corporate culture does not have to change at the rate of technology or market
dynamics, but should be managed carefully to maximize efficiency and productivity to achieve
organizational goals and objectives.

Alpha fetish of change

Ubiquity of change

Change management refers to a structured and systematic approach to transitioning individuals,

teams, and organizations from a current state to a desired future state. It involves planning,
implementing, and monitoring changes to achieve specific objectives, minimize resistance, and
ensure the successful adoption of new processes, technologies, or strategies within an
organization, Hiatt& Creasey (2016).

While some may view change management with skepticism, considering it a mere fetish, it is essential to
recognize its importance in fostering organizational growth. organizations are not static entities but
rather dynamic, complex systems influenced by internal and external forces. This perspective is
crucial for understanding the need for change within organizations, Robbins and Judge (2019).
Unprecedented change characterizes the current business landscape, with technological advancements,
market shifts, and societal changes occurring rapidly. Change management becomes an indispensable
tool for adapting to this volatile environment (Christensen, 1997). It enables organizations to anticipate,
prepare for and manage change effectively; also Enhance an organization’s adaptability, agility,
relevance and competitiveness, (Denning, 2016, ). Some industries and sectors, particularly those
heavily influenced by technology or regulatory changes, may appear to prioritize change
management more than others, Giving an impression of an obsession with Change , Coplan,
(2022, Franklin (2014.). While it’s essential to manage change effectively, excessively frequent
or unnecessary changes can lead to disruption and employee burnout, Favari (2023).
Imperfect Implementation

Imperfect implementation is an inherent part of any change process. No change initiative unfolds
precisely as planned, and learning from these imperfections is critical for continuous improvement and
innovation (, Senge(1990).. despite well-intentioned change management efforts, imperfect
implementation remains a persistent issue. Many organizations, particularly in smaller sectors,
struggle with limited financial and human resources, which can hinder the effective
implementation of change initiatives, BIDPA], 2018). It can result in missed opportunities for
organizations to adapt and thrive in rapidly changing markets (Hiatt & Creasey, 2012). Repeated
instances of imperfect change management can harm an organization’s reputation, making it less
attractive to talent and investors, Anderson & Ackerman (2010). Critics argue that too much
tolerance for imperfect implementation might lead to a lack of accountability and discipline in executing
change initiatives Huy, (2001).

TECHNOLOGY

Technological advancements are ubiquitous, making change management essential for organizations to
remain competitive and relevant. This includes the adoption of new software, hardware, or digital
platforms to improve efficiency, productivity, streamline processes and fostering innovation,
Appelbaum et al, (2017). For example, the Botswana Unified Revenue Service (BURS) has
significantly improved tax collection and administration through the implementation of advanced
tax management systems and digital platforms. This technological upgrade has increased tax
compliance and revenue collection in the country.

Frequent technological changes can lead to employee resistance and frustration, disrupting workflow
and causing temporary productivity declines (Kotter, 2012). Employees may resist technology
adoption due to a lack of digital literacy, fear of job displacement, or unfamiliarity with new
systems, Nthomang(2018
CULTURE

Corporate culture represents the collective values, beliefs, behaviors , and norms that shape an
organization’s identity. It influences how employees perceive their workplace, interact with colleagues,
and respond to changes, (Cameron & Quinn, 2011). It plays a vital role in driving performance ,
help align culture with evolving goals and values, fostering a positive work environment and a sense of
belonging, (Schein, (2010). It requires careful consideration of cultural elements that may need to
evolve to support the change agenda. For instance, if an organization seeks to become more innovative,
it must encourage a culture that values experimentation, risk-taking, and learning from failures.

A strong corporate culture can lead to a motivated and engaged workforce, while a dysfunctional
culture can hinder productivity and innovation, Vernooij (2022. Leaders who fail to take into
account employee social cultural aspects will negatively influence how the organization is run,
Tauetsile (2022). strategies based on Western European scientific techniques ignore the rich
resources which exist in non-Western societies. Badamosi (2003). For example, if people are
from a culture of Ubuntu or community-based values, then introducing a business practice of
mandatory smiling to customers has to be adopted with those considerations, otherwise people
may just act like robots. Attempting to change culture too quickly can create resistance, as employees
may perceive it as a threat to their identity and job security (Schein, 2010). Overemphasis on cultural
change may sideline other pressing issues, such as financial stability or operational efficiency.

LEADERSHIP

Leadership IS the process of guiding and influencing individuals or teams to embrace and
implement organizational changes effectively, Kotter (1996 . Effective leaders set the tone,
communicate the vision for change, and lead by example. They must embody the desired cultural
traits and behaviors to inspire employees, Bratton (2021). For example, eMokgweetsi Masisi, as
President of Botswana), HAS showcased effective leadership by promoting political stability and
economic diversification.
A proactive approach to leadership in change management can prevent crises and improve
organizational resilience, Lauer(2023).

Change initiatives often fail due to poor leadership or insufficient commitment from top management
(Kotter, 1996). The constant pursuit of change may lead to leadership burnout and undermine long-term
stability. there are also organizations in which leaders exaggerate the speed of change and thus
overwhelm the organization(, Lewin (1951).

RESISTANCE TO CHANGE

Resistance to change is a natural human reaction, particularly in the workplace (Beer, 2000). employees
and stakeholders may perceive change as a threat to their job security or established routines ,
Anderson & Ackerman2010). Employees who are resistant may become disengaged,
uncooperative ;identifying the sources of resistance, employee involvement and effective
communication can mitigate resistance, Bratton (2021).

CONSULTATION

Consultation is involving key stakeholders, helps in making more informed decisions and engendering a
sense of ownership (Cameron & Green, 2015). It is important in considering the perspectives and
concerns of those affected by the transformation, Kotter (2006). consultation increases the
likelihood of successful change adoption (Kanter, 2012). Critics argue excessive consultation may lead to
decision paralysis and slow down change initiatives, rendering them ineffective (Huy, 2001).

CONCLUSION
, change management is undoubtedly a vital component of modern organizations, especially in the face
of unprecedented change. while change management may require an investment of time and
resources, its benefits often outweigh the costs by ensuring that changes are implemented
effectively, with minimal negative impact on the organization and its employees. However, it
should not be fetishized or idolized, ensuring that it remains a tool for adaptation, not an end in itself.

References

INTRODUCTION

Hiatt, J. M., & Creasey, T. J. (2012). Change Management: The People Side of Change. Prosci
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Robbins S., Judge T. Organizational Behavior 18ed 2019 (2)

Christensen, C. M. (1997). The innovator’s dilemma: When new technologies cause great firms to fail.
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Denning, S. (2016). The age of agile: How smart companies are transforming the way work gets done.
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IMPERFECT IMPLEMENTATION

Senge, P. M. (1990). The fifth discipline: The art and practice of the learning organization. Currency
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TECHNOLOGY

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category

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CULTURE

Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based on the
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Schein, E. H. (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons.LEADERSHIP

LEADERSHIP

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CONSULTATION

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Kanter, R. M. (2012). Evolve! Succeeding in the Digital Culture of Tomorrow. Harvard Business Review.

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