Description Product description: What is organizational change? Organizational change: Refers to a planned or unplanned shift in the organization's staffing, structure or technology (Greenberg & Baron, 2000). Organizational Change Megginson (1963) paraphrased Charles Darwin's assertion that "It is not the strongest of the species that survives, nor the most intelligent, it is the one that is most adaptable to change" [emphasis added]."
Like most, my personal experience with change has given me a foundation starting point. This book covers my journey of self-development and how I viewed my role in helping others manage individual change that occur in organizations'. Moreover, the basis of my reflection stem in part from the family systems theory (among others) which has guided how I learned empathy for employees and their roles within organizational systems.
It's intended to be a book that reminds managers to not forget the importance of understanding the humanistic side to change, which includes the thoughts, feelings and, ultimately, the behavior of individuals that may affect the success or failure of the implementation of the change. This is what led to my interest in sharing my personal experience and thoughts on what leaders should know about improving the employees experience of change.
About the Author: Sherman L. Mitchell, II, PsyD had a desire to understand both organizational theories and human involvement in the workplace, which led to him attain a Doctorate in Psychology with an emphasis in Organizational Management and Consulting, a Master's in Organizational Psychology, a Master's in Public Administration, and a Bachelor of Arts in Sociology with an emphasis in Criminology and Corrections. Dr. Mitchell has worked in the nonprofit sector for more than twenty years at the administrative, supervisory, and executive levels. Dr. Mitchell has dedicated his attention to assisting organizations and leaders in effective organizational management, strategies for introducing effective organizational change initiative and engaging employees in the change process, increasing the likelihood that the change will be supported, implemented, and, therefore, stick.