Bottom up change
Log in or sign up to add this lesson to a Custom Course. Log in or Sign up. Your company has been experiencing intense internal conflicts that have started to affect the satisfaction of your clients. As CEO, it is your job to make sure that a new conflict management system is designed and implemented.
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Top Down or Bottom Up Approaches to Successful Change
Balancing Top-Down and Bottom-Up Change Processes - The Clemmer Group
Ideally your approach to change would be personal! Yet, today we still see many leaders using Top Down Change as the default approach without considering the impact on productive relationships. None of us work in a vacuum. Improved workplace performance requires productive relationships with peers, bosses, subordinates, customers, clients, vendors, suppliers, and the community.
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Top-Down versus Bottom-Up Change
Defining a company's culture can be a difficult task. Although it is a fuzzy concept, it is also very real. Your organization's work culture dictates how your employees think, the manner in which they will respond to a customer, and even whether they will continue in their jobs or leave to join another firm.
Throughout the history of American business, one type of management style has essentially dominated workplaces: top-down management. Supervisors tell their employees what tasks to complete, and employees complete them. This is still the basis for most organizations across all industries. However, as employers work harder to keep up with the rapidly shifting economy, some organizations have begun to move in a different direction.
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