MGMT CH7

elps employees formulate their personal goals and evaluate strategies for integrating their goals with the goals of the organization OD Techniques

Life and career planning

External forces for change come from the organization's general and ＿＿＿

task environments

___ the conversion process used by an organization to transform inputs into outputs.

technology

it unfortunately lacks operational specificity

the Lewin model

What affect organizations. 4

the political arena, new laws, court decisions regulations

Approaches to Business Process Change

-Recognizing the need for change and acting on it with a sense of urgency. -Starting with a clean slate opens up the process. -Using a blend of top-down and bottom-up involvement.

6 steps in the innovation process

1. Development 2. Appication 3. Launch 4. Growth 5. Maturity 6 Decline

7 OD Techniques

1. Diagnostic activities 2. Team building 3. Survey feedback 4. Third-party peacemaking 5. Process consultation 6. Life and career planning 7. Coaching and counseling

2 forces for change

1. External Forces 2. Internal Forces

Areas of Organization Change Technology and Operations 6

1. Information technology 2. Equipment 3. Work processes 4. Worl sequences 5. Control systems 6. Enterprise resource planning

3 Reasons for Failing to Innovate

1. Lack of resources 2. Failure to recognize opportunities 3. Resistance to change

How to overcome Resistance to change 4

1. Participation 2. Education and Communication 3. Facilitation 4. Force-Field Analysis

7 steps in the Change Process 1-4 this is a comprehensive approach to change

1. Recognition of the need for change 2. Establishment of goals for the change 3. Diagnosis of relevant variables 4. Selection of appropriate change technique

People resist change because of 4 reasons

1. Uncertainty about the extent and effects of change. 2. Threats to self-interests, power, and influence. 3. Different perceptions of change effects and outcomes. 4. Feelings of loss in disrupted social networks, power, security, and familiarity with existing procedures

3 steps of the Lewin Model

1. Unfreezing 2. Implementing change 3. Refreezing

Areas of Organization Change people 6

1. abilities and skills 2. performance 3. perceptions 4. expectations 5. attitudes 6. values

A large-scale information system for integrating and synchronizing the many activities in the extended enterprise

ERP

5 steps in the reengineering process

1. develop goals and a strategy for reengineering effort 2. Emphasoze top management's commitment to the reengineering effort 3. Create a sense of urgency among members of the organization 4. start with a clean slate; in effect, re-create the organization 5. Optimize top-down and bottom-up perspectives

Reactive change might be triggered by _____ 5 things

1. employee complaints 2. declines in productivity or turnover 3. court injunctions 4. sales slumps 5. labor strikes.

Areas of Organization Change Organization Structure and Design 9

1. job design 2. Departmentalization 3. Reporting relationships 4. Authority distribution 5. Coordination mechanisms 6. Line-staff structure 7. Overall design 8. Culture 9. Human resource management

To what might be goals for change? 5 things

11. To increase market share 2. to enter new markets 3. to restore employee morale 4. to settle a strike 5. to identify investment opportunities

7 steps in the Change Process 4-7

4. Selection of appropriate change technique 5. Plannning for implementation of the change 6. Actual implementaion 7. Evaluation and follow-up

Org. uses developed idea in design, manufacturing, or delivery of new products, services, or processes.

Application

The radical redesign of all aspects of a business to achieve major gains in cost, service, or time

Business Process Change (Reengineering)

provide nonevaluative feedback to individuals

Coaching and counseling

provide nonevaluative feedback to individuals. The purpose is to help people develop a better sense of how others see them and learn behaviors that will assist others in achieving their work-related goals OD Techniques

Coaching and counseling

Demand for an innovation decreases, and substitute innovations are developed and applied

Decline

Organization evaluates, modifies, and improves on a creative idea

Development

To carry out this diagnosis, managers use questionnaires, opinion or attitude surveys, interviews, archival data, and meetings to assess various characteristics of the organization. OD technique

Diagnostic activities

Firms that have undergone reengineering include Taco Bell, AT&T, Google, Hallmark, and Sprint.

Divide into small groups and research one or more of the organizations noted above and see how well its reengineering efforts have paid off.

Come from the organization's general and task environments; force the organization to alter the way in which it competes

External Forces

A manager able to identify forces acting both for and against a change can see where to focus efforts to remove barriers to change

Force-Field Analysis

It is especially important to try to remove or at least minimize some of the forces acting against the change

Force-Field Analysis

The managed effort of an organization to develop new products or services or new uses for existing products or services

Innovation

Demand for new products or services grows

Growth

The change itself is implemented

Implementing change

A new product, service, or technology that modifies an existing one.

Incremental innovation

Cause the organization to change its structure and strategy; some internal forces are responses to external pressures.

Internal Forces

Similar to entrepreneurs except that they develop new businesses in the context of a large organization

Intrapreneurs

org. introduces new products or services to the marketplace

Launch

__________ helps employees formulate their personal goals and evaluate strategies for integrating their goals with the goals of the organization.

Life and career planning

A change in the management process in an organization

Managerial innovation

Most competing orgs have access to the idea

Maturity

-employees desire to grow and develop

OD Assumptions

Employees have a strong need to be accepted by others within the organization

OD Assumptions

Individuals will influence the organization and the organization will influence the attitudes, perceptions, behaviors, and expectations of individuals.

OD Assumptions

Any substantive modification to some part of the organization (e.g., work schedules, machinery, employees).

Organization Change

A planned effort that is organization-wide, managed from the top, and intended to increase organizational effectiveness and health through planned interventions in the organization's process, using behavioral science knowledge

Organization Development

is often the most effective technique for overcoming resistance to change

Participation

overcome Resistance to change Uncertainty is reduced, and self-interests and social relationships are less threatened

Participation

Change that is designed and implemented in an orderly and timely fashion in anticipation of future events.

Planned change

an OD consultant observes groups in the organization to develop an understanding of their communication patterns, decision-making and leadership processes, and methods of cooperation and conflict resolution. OD Techniques

Process consultation

an OD consultant observes groups in the organization to develop an understanding of their communication patterns, decision-making and leadership processes, and methods of cooperation and conflict resolution

Process consultation.

A change in the way a product or service is manufactured, created, or distributed

Process innovation

A change in the physical characteristics or performance of an existing product or service or the creation of a new one

Product innovation

A new product, service, or technology that completely replaces an existing one

Radical innovation

A piecemeal response to circumstances as they develop.

Reactive change

Involves reinforcing and supporting the change so that it becomes a integral part of the system.

Refreezing

each employee responds to a questionnaire intended to measure perceptions and attitudes

Survey feedback

each employee responds to a questionnaire intended to measure perceptions and attitudes OD Techniques

Survey feedback

___ are intended to enhance the effectiveness and satisfaction of individuals who work in groups or teams and to promote overall group effectiveness

Team building

to enhance the effectiveness and satisfaction of individuals who work in groups or teams and to promote overall group effectiveness. OD Techniques

Team building

A change in the appearance or performance of a product or service or of the physical processes through which a product or service is manufactured

Technical innovation

Steps in the Change Process What is a famous model of the change process?

The Lewin Model

Entropy is a normal process leading to system decline

The Need for Business Process Change

is most often used when substantial conflict exists within the organization OD Techniques

Third-party peacemaking

which is most often used when substantial conflict exists within the organization

Third-party peacemaking

A change might diminish their power or influence within the company, so they fight it

Threatened Self-Interests

Individuals must be shown why the change is necessary

Unfreezing

Perhaps the biggest cause of employee resistance to change

uncertainty