The Four-frame ApproachOrganizations do exist simply because they are able to keep up with the pace of change; if not they are kicked out of business or they become defunct. Of course one can cite a number of businesses which have become extremely successful due to their mastery in managing change while others have gone the down spiral. Change management, whatever organization or business it may be, is governed by four factors/principles namely structure, human resource, politics and symbols (Bolman & Deal, 2003). The structural frame is about the inside of the organization which include goals, technology, operation structures, and many more all of which should be in sync with the wave of change desired. The human resource is the understanding of the people in the organization and how to relate among them with a focus on achieving the set objectives. Politics is the competition for the market as well as the battle to remain the best among customers. Finally, symbols focus on the faith and beliefs within an organization and how such support positive change. All these factors play a crucial role in giving the directional change that may be necessary for an organization. They all must be in sync for a force towards change to be forged.

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Barriers to Change Management
The fear of change is the biggest barrier to change management and in here falls many organizations of the past and modern times (Gallos, 2006). The culture within an organization will determine whether the organization takes a bold step towards change or it would rather stick with the status quo. Employees i.e. the human resource may be resisting change and it becomes a problem to make any positive change. Besides, lack of appropriate communication is also a barrier to change and it is ingrained within the organizational structure.

Perspectives about Change Management
Management Change is not �cut and dry� to every organization and each organization has a perspective about what it has to do in order to remain competitive (Gallos, 2008). Some will focus on internal change while others will give a better external look. Whatever the case, management change should be able to put the organization in a better place that where it is.

  • Bolman, L. & Deal, T. (2003). Reforming Organizations: Artistry, Choice and Leadership,
    3rd Ed. San Francisco: Jossey-Bass.
  • Gallos, J. (2006). Organization Development. San Francisco: Jossey-Bass.
  • Gallos, J. (2008). Reforming Complexity: A Four-Dimensional Approach to Organizational
    Diagnosis, Development and Change. San Francisco: Jossey-Bass.