The process of implementing new management ideas is nothing new to the business community. After all, there seems to be many new and different ideas that appear all the time. Many of these themes are published in books as many fill the best seller lists. Currently, many business ideas that are becoming popular are taking place because of electronic social mediums. Companies now look to sites such as: “Facebook” or “Twitter” to find new employees. Finding new talent through these mediums could be looked upon as un-orthodox or controversial. Though there are specific reasons human relations and executives use it as a recruiting tool.

             Many new start-up businesses are technology based, so the business is looking at how savvy and comfortable individuals may be with social media. Employers may first want to know how well a “web-presence” they make it and how effective they are expressing themselves through social media. Employers have also begun to look less at an individual’s educational credentials and more at how beneficial they’ll be in the new “tech-heavy” environment.

             There will always be those who say not to take these new ideas seriously as they are faddish but this thought may not be true. Fads are not ideas that just come out of nowhere as most think. They’re ideas that usually form over time to what society usually dictates or favors. In the business world, company’s may adapt “faddish” business concepts because they find themselves in times of difficulty or the regular “ho-hum” management style is just not working anymore. These types of new management ideas are “knee-jerk” reactions and it maybe business back to usual within a matter of time.

             What’s not always focused upon is how middle and upper management actually embrace change. Its up to these levels of management to show these new ideas are not just a "fad." Its one thing to send management to courses so they understand the basics of new management the company is adapting. It’s up to management to make these new ideas reality and employees need to know what’s taking place. Employees may resist this new change and possibly do whatever it takes to undermine it. If management is not consistent then the work place will take on an “everyone for themselves” mentality and seasoned employees will revert back to old behaviors.

             Van de Ven & Sun (2011) offer four ideas for businesses to use when there is need for change and endure and not just a fad. First, a teleological model when a group agrees upon a shared organizational goal or in simpler terms: there is a specific reason for change and that’s why it exists. Second, Dialectical Process when there is turmoil amongst entities in a business. This process works best for individuals or groups that hold different points of view. This is not to be confused with debate or rhetoric as no one is looking to “win” or convince others their point of view is right. Third, a Regulated Life-Cycle where managers face many predictable changes in an organizational way. Fourth, Evolutionary Process where resources are limited inside an organization or many organizations and variation, selection and retention are applied. 

All change is not bad as the old cliché says: “change is constant” but change for the sake of change is just ridiculous. With the “old” workforce or “baby-boomers” beginning to retire as well as management practices they used, new generations have different ideas and ways of doing things. Although, some classic ideas are constant and there is a reason why they were used and why they work just as well as new ideas.

            

Sun, K. & Van de Ven, A. (2011) Breakdowns in Implementing Models of Organizational Change,  Academy of Management Perspectives. 25(3), pp. 58-74. doi: 10.5465/AMP.2011.63886530