Kent Institute: OGBH201 Organizational Behavior Annotated Bibliography

This annotated bibliography examines five academic journal articles related to organizational behavior, focusing on change management, leadership, and employee engagement. The first article discusses the impact of change management processes on workplace productivity, highlighting the importance of employee involvement and the application of Kurt Lewin's model. The second article emphasizes the necessity of integrating project management and organizational change management to navigate complex business environments. The third article explores the significance of organizational change management for sustainable competitiveness in manufacturing, emphasizing the role of leaders in fostering a supportive culture. The fourth article reviews organizations driving positive social change through employee involvement in change management, and the fifth article analyzes the role of narratives in organizational stability and change, stressing the importance of communication during change implementation. Each annotation provides a concise overview of the article's key arguments and findings, offering insights into the challenges and strategies associated with managing organizational change and improving employee morale and productivity. The bibliography concludes with a list of cited references.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student
Name of the University
Author note

1ORGANIZATIONAL BEHAVIOR
Annotated Bibliography
Article 1- Cummings, S., Bridgman, T. and Brown, K.G., 2016. Unfreezing change as
three steps: Rethinking Kurt Lewin’s legacy for change management. Human relations,
69(1), pp.33-60.
As commented by Cummings, Bridgman and Brown (2016), the change management
process can create a positive or negative impact on the productivity of workplace and
employees. While implementing the process of change, the employees need to be involved in
the respective process which will be suitable for improving their morale and there will be less
resistance to change among employees as well. On contrary, the authors have opined that
there can be incorporation of the Kurt Lewin’s Model of Change management wherein the
unfreeze, change and refreeze can be applied which will be suitable for managing the change
process suitably. Furthermore, there are resistance to change among employees as they are
scared related to the job security and it affects their morale in performing the activities. Due
to the same, it affects the productivity of the company negatively and it decreased the
efficiency of the work. From the respective article, it can be concluded that the leaders need
to focus mainly on clearly communicating to the different employees regarding the reasons
for change and the different steps which are required to achieve the same. The proper
planning and communicating are the two key elements which should be implemented which
will be suitable for the successful change management process.
Article 2- Hornstein, H.A., 2015. The integration of project management and
organizational change management is now a necessity. International Journal of Project
Management, 33(2), pp.291-298.
As opined by Hornstein (2015), it can be seen that the organizational change management is
one of the major necessities in the present complex business environment. Due to the same, it

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helps in easing the organizational transitions and it helps the different employees to
understand, commit as well as accept the different changes along with embracing them in
current business environment. On the other hand, the author commented that while embracing
the change management process, there can be different difficulties in the process of
implementing the change which can affect the productivity of the employees. The different
employees feel that due to the technological advancement, it can be affecting the job security
and it affects their productivity negatively. From the respective scenario, it can be concluded
that as change management process is suitable for bringing in the changes in the company,
however, there can be different limitations which needs to be solved through planning as it
will be suitable for making them aware regarding the change and it can make the changes
effective. Leading with the culture and engaging the employees are the two key elements
which should be included for managing the process of change management and make it
appropriate for the growth of the companies.
Article 3- May, G. and Stahl, B., 2017. The significance of organizational change
management for sustainable competitiveness in manufacturing: exploring the firm
archetypes. International Journal of Production Research, 55(15), pp.4450-4465.
According to May and Stahl (2017), in managing the successful implementation of change
management process in the companies, there can be different issues which can affect growth
of the company negatively. While implementing the change management aspects and gaining
sustainable competitiveness in the market, it can be seen that the different leaders need to
lead with the culture in which all the different employees can involve in each and every layer
which will be effective for the growth of companies positively. On the contrary, through
incorporation of change management practices in the companies, it can lead to the issues
wherein the employees may not feel that they are being involved in the process and it can
lead to negativity in the process of change management aspects. From the article, it can be

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concluded that the change management is one of the most effective aspects which should be
managed by the companies as it will providing and supporting the standardized procedures
which are efficient and prompt in handling the different changes successfully as well. The
change management can be incorporated in different companies as it will be suitable for
easing any kind of organizational transitions and it will be helping employees to understand
and embrace the change successfully.
Article 4- Stephan, U., Patterson, M., Kelly, C. and Mair, J., 2016. Organizations
driving positive social change: A review and an integrative framework of change processes.
Journal of Management, 42(5), pp.1250-1281.
As commented by Stephan et al. (2016), it can be identified that there are different
companies such as Woolworths which are able to drive the positive social change in the
companies through including the different employees in the change management process and
bringing the positive changes. However, on contrary, the author has commented the fact that
the strict goal of the change management process is to deploy the different IT related process
changes which minimizes the different departments which can affect morale of employees
inappropriately. In such kind of situation, there can be different kinds of aspects followed that
includes proper incorporation of the achieving the desired changes with maximum of positive
benefit and it will be reducing the negative aspects from the stakeholders of the companies.
From the article, it can be concluded that the different multinational companies need to
include the employees in process of change management which will embrace morale and it
will be suitable for improving the efficacy of the company and overcome the negative morale
of the employees. Communication Planning is the most suitable aspect which needs to be
maintained by the different companies as it will be making the companies more
technologically advanced and improve productivity.

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Article 5- Vaara, E., Sonenshein, S. and Boje, D., 2016. Narratives as sources of
stability and change in organizations: approaches and directions for future research.
Academy of Management Annals, 10(1), pp.495-560.
As opined by Vaara, Sonenshein and Boje (2016), it can be analyzed that while the different
companies implement the change management aspects, it is necessary for them to
communicate the same to the different employees suitably. The change can occur in different
companies in many ways which includes strategic, leadership or the technological changes. In
the recent years, it can be seen that the different organizations are seeing the different kinds
of change management which plays a pivotal role in improving the growth of the companies
in comparison to the other competitors present in the market. However, while incorporating
the changes, there are resistance to change among employees as they feel that they are not
involved in the process and it decreases their morale. In such scenario, the different leaders in
the companies need to follow the Kotter’s Eight Step Change Model which will be suitable
for driving more successful change and handle the amount of change which is occurring. In
conclusion, it can be inferred that the change management process is the most effective
aspects which needs to be incorporated by the different companies as it helps the companies
to gain competitiveness and allow the employees to enjoy a technologically and strategic
work environment.

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References
Bakari, H., Hunjra, A.I. and Niazi, G.S.K., 2017. How does authentic leadership influence
planned organizational change? The role of employees’ perceptions: Integration of theory of
planned behavior and Lewin's three step model. Journal of Change Management, 17(2),
pp.155-187.
Cummings, S., Bridgman, T. and Brown, K.G., 2016. Unfreezing change as three steps:
Rethinking Kurt Lewin’s legacy for change management. Human relations, 69(1), pp.33-60.
Hornstein, H.A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2), pp.291-
298.
Stephan, U., Patterson, M., Kelly, C. and Mair, J., 2016. Organizations driving positive social
change: A review and an integrative framework of change processes. Journal of Management,
42(5), pp.1250-1281.
Vaara, E., Sonenshein, S. and Boje, D., 2016. Narratives as sources of stability and change in
organizations: approaches and directions for future research. Academy of Management
Annals, 10(1), pp.495-560.