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
