Hard Systems models of change Chapter 7: Hard Systems models of change

Learning objectives: • Recognize change situations (problems/opportunities) characterized mainly by hard complexity, where the use of hard systems methodologies are appropriate • Describe the main features of hard systems methodologies for defining, planning and implementing change • Explain the hard systems model of change (HSMC) as representative of hard systems methodologies of change • Discuss the limitations of hard systems methodologies of change and, therefore, the need for other change methodologies more suited to situations of soft complexity

7.1Situations of change: There are a variety of ways of categorizing organizational change e.g incremental, frame-breaking or discontinuous. • Change of hard complexity(goals, vision & structures) is more likely to be enacted easily and speedily than situations that show soft complexity(people, culture ) • Situations of hard complexity are described as ‘difficulties’ and soft systems as ‘messes’

Focus of hard models for change ”Problems” 7.1Situations of change: Focus of hard models for change ”Problems” Focus of soft models for change ”messes”

7.1Situations of change: •Flood & Jackson classify methodologies according to their appropriateness of use in situations Unitary, pluralist & coercive • HSMC is best applied in relatively bounded situations described variously as difficulties, simple/unitarist systems or ‘hard’ situations

7.1.1Characteristics of unitary, pluralist and coercive relationships Unitary: people relating to each other from a unitary perspective share common interests, have values and beliefs that are highly compatible, largely agree upon ends and means, all participate in decision making and act in accordance with agreed objectives.

7.1.1Characteristics of unitary, pluralist and coercive relationships Pluralist: people relating to each from a pluralist perspective: have a basic compatibility of interest, have values and beliefs that diverge to some extent, do not necessarily agree upon ends and means, but compromise is possible, all participate in decision making and act in accordance with agreed objectives.

7.1.1Characteristics of unitary, pluralist and coercive relationships Coercive: people relating to each other from a coercive perspective: do not share common interests, have values and beliefs that are likely to conflict, do not agree upon ends and means and ‘genuine’ compromise is not possible coerce others to accept decisions.

7.2 Systematic approaches to change • HSMC is derived from earlier methods of problem solving and decision making, such as systems engineering methods and operational research • Hard approaches rely on the assumption that clear change objectives can be identified in order to work out the best way of achieving them • Objectives should be such that that it is possible to quantify them, or be sufficiently concrete so that one can know when they have been achieved

7.2 Systematic approaches to change An example of a problem characterized by hard complexity” Dissatisfaction with the system for providing IT support services” The case is as follows ”Susan is calling IT- support – as usual there is no one there. No use sending an e-mail – experience from before is that it takes at least two days to get an answer- Susan is not satisfied with the IT support – If she was responsible, she would definitely make changes”.

1, Diagnose the situation. Objectives and performance measures 2, Generate options for change 3, Implementation often no problem!

7.3The hard systems model of change The HSMC is a method that has been developed for designing and managing change It is useful with situations that lie towards the hard end of the hard soft continuum of change situations Also useful where quantitative criteria can be used to test options for change, also it is possible to use qualitative criteria The process fall into three overlapping phases:

7.3.1change in three phases The description phase – describing and diagnosing the situation, understanding what is involved, setting the objectives for the change The options phase – generating options for change, selecting the most appropriate option, thinking about what might be done The implementation phase – putting feasible plans into practice and monitoring the results

7.3.1change in three phases Within the three phases a number of stages can also be identified:

Case study is attached as Pdf file (you can read it with student or could be given as HW)

Conclusion • The hard systems model provides a practical approach to change that has been designed to apply to situations of low-medium complexity • The HSMC can also be effective to begin to diagnose a change situation before categorizing it into more simple or complex change • What this methodology is less good at doing is identifying the political and moral issues surrounding types of change