Answer Question: How And Why Do Middle Managers Support And Resist Strategic Change?

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Based on the Three Specified Journal Papers, Answer Topic Question accordingly to the outlined structure. Structure has to be stricly followed

Additional Requirements:

• You must answer of the following questions.

• You must at the very least read and use the following three journal articles,

and course text book, to complete your answer to each question.

• You are encouraged to use wider reading, in addition to this mandatory

reading, to complete your answer to each question.

===========================

ASSIGNMENT ANSWER STRUCTURE:

1. Introduction

- Why middle managers are important for strategic change?

- What the rest will be about?

2. The Main Body:

Think about read papers in terms of the main question and answer:

- Use Journal Paper 1

Answer and Notes On paper

- Use Journal Paper 2

Answer and Notes On paper

- Use Journal Paper 3

Answer and Notes On paper

3. Conclusion:

Summarise the key points about why managers support or resist (under what

circumstances) and how they do it? Up

________________________________________

Journal Papers/Articles: (Attached To Email)

Paper No. 1

Conway, E. and Monks. K. (2011) Change from below: the role of middle managers in mediating paradoxical change. Human Resource Management Journal, 21(2): 190-203.

Paper No. 2

McCann, L., Morris, J. and Hassard, J. (2008) "Normalized Intensity: The New Labour Process of Middle Management." Journal of Management Studies 45(2): 343-371

Paper No. 3

Sharyn E. Herzig and Nerina L. Jimmieson, (2006) "Middle managers' uncertainty management during organizational change", Leadership and Organization Development Journal, 27 (8): 628 – 645

Key Text Book Used:

Senior, B. and Swailes, S. (2010) Organizational Change. 4th Ed, Harlow: FT Prentice Hall

________________________________________

ARTICLES TO BE USED TO ANSWER: (SEE ATTACHMENTS)

Sharyn E. Herzig and Nerina L. Jimmieson, (2006) "Middle managers' uncertainty management during organizational change", Leadership and Organization Development Journal, 27 (8): 628 - 645

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