A Review of Managing Successful Organizational Change in Public Sector

This article review examines Sergio Fernandez and Hal Rainey's article on organizational change within the public sector, highlighting key factors for successful implementation. The review emphasizes the importance of communicating the need for change, providing a strategic plan, fostering internal support, securing top management commitment, building external support through stakeholder engagement, offering adequate resources, institutionalizing changes, and pursuing comprehensive, integrative approaches. It underscores that these factors serve as both a roadmap and a compass for practitioners navigating organizational transformation, ultimately contributing to the organization's success.

Running head: Article review
Article Review

Article review
Article review: “Managing Successful Organizational
Change in the Public Sector”
The article which is given by Sergio and Hal talks about the organizational change in the public
sector. In this article, the emphasis is given on the factors related to the organizational change.
According to the article, it can be examined that public management literature takes into
consideration the need related to change that should be communicated with the stakeholders and
participants. It can be stated that top management plays a great role in the proper implementation
of the new programs related to change and can also convince the employees to manage the
change. According to the article, it can be investigated that there are many factors that should be
considered by the managers.
The first factor is related to ensure the need in which it is important for the leaders to
communicate the need for change. At the time of implementation of change, it is important for
the leaders to verify the change. In the workplace, it is important to convince the employees to
accept the change and it can be done by crafting the vision.
The next factor is related to provide a plan. It can be analyzed that leaders should develop the
overall course of action for considering the change. To convince the employees to accept change
is not only the factor but new ideas should be transformed into the strategy with the goals.
The third factor is related to create internal support for change and to overcome the resistance. It
is important for the leaders to create internal support for the change and to minimize the
resistance by emphasizing on the active participation in the overall process of change.
Factor four is related to ensure top management support and commitment. The employees in the
workplace should focus on managing the chance. The top management should give commitment
related to change to the employees so that they can manage the stress in the workplace. The fifth
factor is related to building external support. The leaders should give support to the stakeholders.
The change in the public sector organization also focuses on political support and also on the
stakeholders.
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Article review
The sixth factor is related to offer resources. To implement the change successfully it is
important to focus on proper resources so that support can be given to the overall change
process. The next factor is related to institutionalize change in which there should be managers
and employees who should properly institutionalize and consider the changes. The last factor is
related to pursue comprehensive change. In this, the managers should focus on creating an
integrative approach to change that attains the subsystem congruence (Fernandez & Rainey,
2006).
So, by analyzing the article it can be stated that the factors should not only serve as the roadmap
but it should also be the compass for the practitioners that helps to identify the way. Also by
considering these factors the company can achieve success in the market.
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Article review
References
Fernandez, S., & Rainey, H. G. (2006). Managing successful organizational change in the public
sector. Public administration review, 66(2), 168-176.
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