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2011/2012  KAN-CM_J66  Strategic Change Management

English Title
Strategic Change Management

Course Information

Language English
Point 7,5 ECTS (225 SAT)
Type Elective
Level Full Degree Master
Duration One Quarter
Course Period Spring . Third Quarter
Changes in course schedule may occur Monday 9.50-11.30, week 5 Monday 9.50-13.20, week 6-12
Time Table Please see course schedule at e-Campus
Study Board
Study Board for MSc in Economics and Business Administration
Course Coordinator
  • Rex Degnegaard - Department of Management, Politics and Philosophy
Administration: Karina Ravn Nielsen / Lucie Alexanian - electives.lpf@cbs.dk
Main Category of the Course
  • Management
  • Organization
  • Corporate and Business Strategy
Last updated on 29 maj 2012
Learning Objectives
The course’s development of personal competences:
The course focuses on strategic competencies in analyzing change initiatives. However, it also provides inter-personal competencies through its collaborative form and focus as well as individual development.

By completion of the course strategic change management, the student must be able to analyze and synthesize concrete problems within strategic change management by applying the concepts, theories, methods, and models to the course. Furthermore, the student should be able to reflect upon the various change management perspectives, which are discussed as well as reflect upon the consequences of choosing one perspective as a dominant perspective. Students should be able to link strategic, planning based, and interpersonal, aspects of change management.
It is a prerequisite for this course that the student has knowledge of organizational theory at bachelor level. Students who have completed the elective J24, Strategisk forandringsledelse, cannot take this course.
Oral examination based on a synopsis (individual or group).
Strategic Change Management:
Assessment Oral with Written Assignment
Marking Scale 7-step scale
Censorship No censorship
Exam Period May/June
Aids Please, see the detailed regulations below
Duration 20 Minutes

Course Content

In this course, we will explore how to work with change management and leadership. We will emphasize which organizational factors to include in concerns regarding the use of generic change management approaches, among these external or internal factors. The methodological approach to the course is case based in that we will work with change management cases. Starting with a generic instrumental approach, we will learn what it can bring of added value to change management. We will supplement this by exploring what cannot be captured in this perspective by bringing perspectives from resource dependency theory, institutional theory, and complexity theory to give a more nuanced picture of change management. Furthermore, we will raise the change management approach from a planning approach to a strategic discipline. The course contains a high degree of practice relevance through the use of case based learning. During the course, we will have guest teachers, among these a practitioner with experience with vast change management initiatives, a management consultant, and teachers with expertise in the field. The course is intensive and requires commitment and willingness from the students to enter into exploring and discussing real life cases in the light of the literature.

Teaching Methods

Palmer, Ian, Richard Dunford, and Gib Akin. (2009) Managing Organizational Change – a Multiple Perspectives Approach. McGraw-Hill/Irwin. (412 pages)

Burnes, Bernard. (2004a) “Kurt Lewin and the planned approach to change: a re-appraisal.” Journal of Management Studies. Vol. 41, No. 6: 972-1002. (30 pages)

Chia, Robert. (1999) “A ‘Rhizomic’ Model of Organizational Change and Transformation: Perspective from a Metaphysics of Change.” British Journal of Management. Vol. 10: 209- 227. (20 pages)

Conger, Jay A. (2000) “Effective Change Begins at the Top.” In Beer & Nohria, Breaking the Code of Change. Harvard Business School Press. (20 pages)

Cooper, Robert. (1986) “Organization/Disorganization.” Social Science Information. Vol. 25, 2:299-335. (35 pages)

Huy, Quy Nguyen & Henry Mintzberg (2003). “The Rhythm of Change.” MIT Sloan Management Review. Vol. 44, no. 4: 79-84. (5 pages)

Huy, Quy Nguyen. (2001) “Time, Temporal Capability, and Planned Change.” Academy of Management Review. Vol. 26, No. 4: 601-623. (20 pages)

Nahapiet, Janine and Sumantra Ghoshal. (1998) “Social Capital, Intellectual Capital, and the Organizational Advantage.” Academy of Management Review. Vol. 23, No. 2: 242-266. (25 pages)

Ouchi, T., & Wilkins, A. (1985) “Organizational Culture.” Annual Review of Sociology. Vol. 11: 457-483. (30 pages)

Shaw, Patricia. (1997) “Intervening in the Shadow Systems of Organizations – Consulting from a Complexity Perspective.” Journal of Organizational Change Management. Vol. 10, No. 2: 235-250. (15 pages)

Stacey, Ralph. (2003a) “Organizations as Complex Responsive Processes of Relating.” Journal of Innovative Management. Vol. 8, No. 2, Winter 2002/2003. (20 pages)

Weick, Karl E. (2000) ”Emergent change as a Universal in Organizations.” In Beer & Nohria,

Breaking the Code of Change. Harvard Business School Press. (20 pages)