English   Danish

2015/2016  KAN-CCMVV1652U  Strategic Change Management

English Title
Strategic Change Management

Course information
Language English
Course ECTS 7.5 ECTS
Type Elective
Level Full Degree Master
Duration One Quarter
Start time of the course Third Quarter
Timetable Course schedule will be posted at calendar.cbs.dk
Study board
Study Board for MSc in Economics and Business Administration
Course coordinator
  • Flemming Poulfelt - MPP
  • Jacob Steffen Bentholm - MPP
Faculty: Jacob Bentholm and Mark Holst-Mikkelsen

Kontaktinformation: https:/​/​e-campus.dk/​studium/​kontakt eller Contact information: https:/​/​e-campus.dk/​studium/​kontakt
Main academic disciplines
  • Management
  • Organization
  • Strategy
Last updated on 17-08-2015
Learning objectives
To achieve the grade 12, students should meet the following learning objectives with no or only minor mistakes or errors: By completion of the course strategic change management, the student should be able to:
  • Analyze and synthesize concrete problems within strategic change management by applying the concepts, theories, methods, and models to the course.
  • 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.
  • Link strategic, planning based, and interpersonal, aspects of change management.
Course prerequisites
It is a prerequisite for this course that the student has knowledge of organizational theory at bachelor level. Students who have completed the elective "Strategisk forandringsledelse" cannot take this course.
Examination
Strategic Change Management:
Exam ECTS 7,5
Examination form Oral exam based on written product

In order to participate in the oral exam, the written product must be handed in before the oral exam; by the set deadline. The grade is based on an overall assessment of the written product and the individual oral performance.
Individual or group exam Group exam, max. 4 students in the group
Individuel max 5 pages.
Group (2-4 students) max 10 pages.
Size of written product Max. 10 pages
Assignment type Case based assignment
Duration
Written product to be submitted on specified date and time.
20 min. per student, including examiners' discussion of grade, and informing plus explaining the grade
Grading scale 7-step scale
Examiner(s) Internal examiner and second internal examiner
Exam period Spring
Make-up exam/re-exam
Same examination form as the ordinary exam
Course content and structure

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 based on theory discussions, group work and 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 e.g. resource dependency 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 e.g. case based learning. During the course, we will have guest teachers, among these a practitioner with experience with vast change management initiatives 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.

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.
Teaching methods
Lectures.
Expected literature

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

Brown, Tim. (2008) Design Thinking. Harvard business Review. (10 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)

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) (suggested reading)

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)

 

Hart, Stuart L. 1992. "An Integrative Framework for Strategy-Making Processes." Academy of Management Review 17: 327-351 (24 pages)

Huy, Quy Nguyen. 2011. "How Middle Managers' Group-Focus Emotions and Social Identities Influence Strategy Implementation." Strategic Management Journal 32 (13): 1387-1410 (23 pages).

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

 

 
Last updated on 17-08-2015