Organisational Change and Development: A Book Review Report Analysis

This report presents a comprehensive review of the book "Organisational Change: Development and Transformation" by Waddell, Creed, Cummings, and Worley. The review begins with an abstract and introduction, followed by a detailed examination of the book's contents, including its strengths and weaknesses. The report highlights the book's focus on the relationship between theoretical aspects and practical applications, its integrated view of organisational change, and the consideration of strategy and structure. However, it also points out the lack of footnotes and the limited number of change management theories discussed. The review incorporates supporting literature from academic journal articles to provide a broader perspective on change management principles, leadership, and communication. The report concludes with an overall assessment of the book's value and relevance in the field of organisational change.

qwertyuiopasdfghjklzxcvbnmqw
ertyuiopasdfghjklzxcvbnmqwert
yuiopasdfghjklzxcvbnmqwertyui
opasdfghjklzxcvbnmqwertyuiop
asdfghjklzxcvbnmqwertyuiopasd
fghjklzxcvbnmqwertyuiopasdfgh
jklzxcvbnmqwertyuiopasdfghjkl
zxcvbnmqwertyuiopasdfghjklzxc
vbnmqwertyuiopasdfghjklzxcvb
nmqwertyuiopasdfghjklzxcvbnm
qwertyuiopasdfghjklzxcvbnmqw
ertyuiopasdfghjklzxcvbnmqwert
yuiopasdfghjklzxcvbnmqwertyui
opasdfghjklzxcvbnmqwertyuiop
asdfghjklzxcvbnmqwertyuiopasd
fghjklzxcvbnmqwertyuiopasdfgh
jklzxcvbnmrtyuiopasdfghjklzxcv
Strategy innovation and change
[Type the document subtitle]
3/24/2020
student name

Abstract
Change is one of the crucial steps that are considered within the organisation reflects the
relevance of study of change management. Book that will be reviewed through this Report is
organisational change and development and transformation by Dianne M Waddell, Andrew
Creed, Thomas G Cummings and Dr Christopher G. Worley. For critical analysis of book it
can be said that there are various pros and cons that have been identified for this book. One of
the major pros includes focus of relationship between theoretical aspects and practical. Other
pros included considering integrated view of organisational change; Strategy and structure
are considered to be integral. However some of the cons that have been identified from this
book included lack of footnote available. Change management is limited to 3 theories; this is
one of the major cons that has been identified from this book review.

Contents
Abstract......................................................................................................................................1
Introduction................................................................................................................................3
Review: Waddell, D., Creed, A., Cummings, T. & Worley, C.G., 2019. Organisational
change: Development and transformation. Melbourne : Cengage AU.....................................4
Critical analysis......................................................................................................................6
Supported literature for review..............................................................................................8
Conclusion................................................................................................................................10
References................................................................................................................................11

Introduction
Change Management is one of the critical procedures for organisations to gain competitive
advantage. Change is one of the crucial steps that are considered within the organisation so as
to cope with the changing environment. This reflects the relevance of study of change
management for the leaders so as to cope with the challenges of understanding diverse
workforce, planning for organisation change, accounting to stakeholders and motivation
(Brunes & By, 2012).
Various studies has been conducted on change management since years, one of the popular
books which will be reviewed through this Report is organisational change and development
and transformation by Dianne M Waddell, Andrew Creed, Thomas G Cummings and Dr
Christopher G. Worley. The book review will be supported by various other research articles
(Waddell et al., 2019).

Review:
Waddell, D., Creed, A., Cummings, T. & Worley, C.G., 2019. Organisational change:
Development and transformation. Melbourne : Cengage AU.
The key idea of this book is to discuss change management as one of the major organisational
challenge. The author reflects that environment is of volatile state in which an organisation
works. Managing organisation development reflects a plan process of change, and change is
constant so as to reflect to words organisational transformation which is a more unpredictable
and dramatic process. Book includes discussion of leaders and change agents that are actually
facing the challenge of change like motivating the employs, resistance from the employs,
accountable to various stakeholders and diverse workforce which reflects planning for future
considering the ethical impact on change implementation or decision-making which also
reflect various unanticipated issues. One of the major pros of this book is that it is published
considering student education and studying change management in mind so as to get the
student prepared for the upcoming challenges in case they are looking forward to words being
a specialist in such a portfolio like organisational development. Moreover they supported
material of the book is Included real-life perspective to words challenges faced during change
management by the leaders and managers. Moreover one of Good points of this book is
considering not one size fits all method which reflect the real life perspective and
management issues that may be change for every situation and every aspect.
Author of the book has consider taking feedback from the peers and considered a
comprehensive overview so as to provide practical applications as well. The relevance of the
books reflects encouragement to the students while contributing experiences and
understanding of the authors. Various change management views has been included in the
book literature that is emphasising to words learning experience for the future managers that

is the student entering into position of change management in near future. Moreover, this
book acts as a help with proactive Measures for change agent as a career for students.

The book layout reflect bifurcation of various chapter is based on the topics and there sup
topics. The presentation of the book reflects major practice and process in a logical sequence.
For instance initial chapter of the book reflect the overview of organisational development
which represent the plan change process and individuals who are responsible for this and
kinds of interventions are considered for discussion. Moreover it is a good way to initiate the
chapters with the introduction of the concept in order to create a base for the students.
Moreover this gradually increases the level of knowledge with second part of the book
representing the change process and aspects overview. A plan change is being discussed
through this chapter. It can be said that this is a good point from this book that all the
approaches of organisational development have been covered in the book along with various
theories regarding plan change. Considering the study of change agents and leaders to Chapel
comes with presentation of model of plan change and individuals who are performing as
change leaders. This could be helpful for the students in near future as this represent the
practitioners and members of the organisation that are assisting character of organisational
development as involving personal relationship, helping profession and reflect personal
perspective on this aspect. The next chapter of the book included the major portion of this
topic that this issues or challenges faced by change management agents or leaders which
included some of the important challenges which also reflects in real life basis. For example
inevitable response to change management or change attempt, resistance to change, inability
of organisational strategies to fit into change, process and structures that varies with
organisational culture (Waddell et al., 2019).
Critical analysis
For critical analysis of book it can be said that there are various pros and cons that have been
identified for this book. One of the major pros includes focus of relationship between
theoretical aspects and practical. For this the author have provided 10 international and local

case studies which reflects real time basis and supported by a case matrix which is sent
affective way to understand the challenges of organisational change management for the
students. Another pros include considering integrated view of organisational change where
transformation and development could not be oh separate happening and will be affecting all
parts of the organisation. Strategy and structure are considered to be integral which reflected
that change is process of repealing with various consequences. Moreover all parts of the
chapters are interrelated and reflect integration of organisational change aspects enough flow
of chart. Another good point from this book analysis include considering tabular presentation
of various important aspects like definition of Audi and using of graphs and figures in order
to better understand and create an attention for the students to understand the aspects. Other
than this the discussion of the theories of change management that reflect various plan change
models by different authors which can be implemented in the organisation by the change
agents in near future are part of literature of the books. It can be said that the accuracy of the
information is quite high. All the concepts and definitions have been included with due
diligence and some of the definitions are also included in tabular form so as to understand
and remember various authors definition considering student point of you (Waddell et al.,
2019).
However some of the cons that have been identified from this book included lack of footnote
available, the provided information was not referred with the footnotes which decrease the
validity and reliability of the information provided throughout the book. This is one of the
major cons that has been identified from this book review. Other than this the theory
considering change management is limited to 3 theories only that is lewis change model,
positive model and action research model. There are various other change models provided
by researchers which are not part of discussion from this book which may act as a con for this
book review, which will discuss later in the report reflecting various researchers literature.

Other than this the book initiated with understanding of Organisational development and
organisational transformation, however this lack with factors that are responsible for change
in organisation which must be provided as a part of discussion for creating a base for the
students to understand the type of changes and what impact do any factor imply on change in
organisation.
Considering the literature review from other articles related to organisational change
management organisational transformation and organisational development reflects various
leadership concepts as well. The reason being the purpose of the book included understanding
me change agents and leaders perspective and actions to be taken in order to help students to
understand the challenges and actions that they could take while implementing change in the
organisation.
Supported literature for review
As per the literature and articles included pertaining to change management includes various
principles of change management that reflect management of personal change and the way
engaging entire organisation in change management process (Green & Cameron, 2015). The
principles include it from this literature are addressing human side systematically, starting at
the top, involvement of every management layer, making formal communication or case,
creating the ownership of transformation, Communication of the message, assessing the
cultural landscape, address explicitly of the culture, preparation for uncertain event,
communicating to every individual. Through This principle in the researchers have identified
the base an organisation is systematically able to involve the organisation in change
management process so as to effectively implement the change (Brunes & By, 2012). This
include with initiation of creating an understanding people issues that are relevant to the
transformation. For instance if a leader is changed Jobs a very individuals will be change

their capabilities and new skills will be required and need to be developed however employs
in certain situation me racist. This reflects the beginning of tea change management formal
approach with leadership team and engagement of all the leaders and key stakeholders add
the only state so as to affectively move the change adaption throughout the organisation
(Carnall, 2018). The principles of change management included the relevance of
communication which has been considered by the researchers from their articles.
Communication is one of the tools that may act as a deduction of resistance to change. It is
important for higher authority and top level managers to consider all the management stages
in change Management and before applying change it is important to let all the employees of
the organisation mentally prepared for the change (Doppell, 2017). For this the organisation
need to understand the need for change and why this step has been considered by the top
level managers. Moreover this must not be a one way communication, in decision-making
pertaining to change all the level of managers must be considered whereas the change agents
must delegate the works to other individuals in the organisation so as to include all the
employees in successful change implementation (Seatter & Lozano, 2015).
Moreover the literature also reflects relevance of leadership and change management with
support review of the book conducted previously. Leadership plays major role in change
management as delirious support is one of the major action taken by the change agent or
leaders which reduce the resistance of the employs to change (Green & Cameron, 2015).
Communication conducted through leaders is more effective than that of co-workers.
Therefore it is said that the change communication must be communicated by leaders
formally and making the team understand the relevance to change (Waddell et al., 2019).
Other than this at this stage of application of change it is important to understand the
problems and issues faced by the employees to change and must support the team members
or subordinate while working with change (Carnall, 2018). Moreover the leaders are

responsible for offering and providing training and development programmes for the
individual so as to work to words affective change management (Seatter & Lozano, 2015).
Other than this the literature also reflected various change management models like Kotler
change management cycle which is eight stage process, Mckinsey 7S model which is helpful
to get deep inside for the way change management works. Moreover nudge theory and
ADKAR model are also part of change management models which was not included as part
of discussion of the book and considered to be important support of information for the
students to overcome the challenges of change in organisations (Brenner, 2015).
Conclusion
It can be concluded that all the changes reflect or has been impacting organisation, however
managing this change in the organisation is a crucial process. It has been identified that an
organisation is working in a dynamic environment which is been changing due to various
factors like social factors, psychological factors, change in consumer needs, technological
environment, economical factors. For critical analysis of book it can be said that there are
various pros and cons that have been identified for this book. One of the major pros includes
focus of relationship between theoretical aspects and practical. However some of the cons
that have been identified from this book included lack of footnote available.

References
Brenner, S.O., 2015. Leadership style and the process of organizational change. Leadership
& Organization Development Journal, pp.2-16.
Brunes, B. & By, R.T., 2012. Leadership and change: The case for greater ethical clarity.
Journal of business ethics, 108(2), pp.239-52.
Carnall, C., 2018. Managing change. 1st ed. oxon: Routledge.
Doppell, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. London: Routledge.
Green, M. & Cameron, E., 2015. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Seatter, C.S. & Lozano, R., 2015. Teaching organisational change management for
sustainability: designing and delivering a course at the University of Leeds to better prepare
future sustainability change agents. Journal of Cleaner Production, 106(1), pp.205-15.
Waddell, D., Creed, A., Cummings, T. & Worley, C.G., 2019. Organisational change:
Development and transformation. Melbourne : Cengage AU.