EquilibriumEquilibrium Forces Change For Forces Against Change Force Field Analysis.

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MANAGEMENT RICHARD L. DAFT.
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Presentation transcript:

EquilibriumEquilibrium Forces Change For Forces Against Change Force Field Analysis

Resistance Forces Strong Weak WeakStrong No Discontinuous ChangeChange Sporadic ContinuousChange Change Forces

Unfreezing Change Refreezing The Change Process

Structure Technology Strategy Products People/Culture A System’s Model of Change

Large System Interventions Small Group Interventions Person-focused Interventions Magnitude of Change Efforts

Participation & Involvement Education & Communication Facilitation & Support Negotiation & Agreement Manipulation & Cooptation Explicit & Implicit Coercion Overcoming Resistance to Change

Some don’t. They react after the fact Some rely on “experts” business schools management consultants gurus Some build change into their orgs. How Companies “Manage” Change

T-groupsCorporate Culture DecentralizationOne Minute Manager MatrixRestructuring DiversificationCompetitive Advantage Managerial GridDownsizing Job EnrichmentTQM Zero Based BudgetingSelf-Managed Teams Portfolio Mgmt.The Learning Org. Strategic Planning360 0 Feedback Theory ZOpen Book Management IntrapreneuringKnowledge Management A Sampling of Management Techniques

Org Issue Birth Growth Maturity Decline Popular Concentration Horizontal Diversification Turnaround Strategies in a niche & Vertical Concentric or Integration Conglomerate Retrenchment Likely Entrepreneur Functional Decentralized Structural Structure dominatedProfit Centers Surgery Innovation Invention ProductImplementation Renewal Enhancement Focus Survival, GrowthEfficiency & Restructuring ResourceCoordinationDownsizing acquisition Entrepreneurial Collectivity Formalization Elaboration of Stage Stage & Control Structure Stage Org. Change & the Organizational Life Cycle

An effort that is: -planned -organization-wide -managed from the top in order to -increase org. effectiveness & health through -planned intervention -using behavioral science knowledge Organizational Development

1. Identify the need for change 2. Selection of a change technique 3. Solicit top management support 4. Implement the change 5. Evaluation of the OD effort The OD Process

1. Poor diagnosis 2. Neglect to take a systems view 3. Little systematic evaluation 3 Biggest Mistakes in OD

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