1. 8 Chapter Managing Change and Innovation Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 8-1

2. Learning Outcomes After studying this chapter, you will be able to: Define organizational change and compare and contrast views on the change process. Explain how to manage resistance to change. Describe what managers need to know about employee stress. Discuss techniques for stimulating innovation. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 8-2

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4. What Is Organizational Change? Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 8-4

5. The Need for Change: External Factors External factors: Marketplace Government laws and regulations Technology Fluctuations in labor markets Economic changes Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 8-5

6. The Need for Change: Internal Forces Internal forces: Redefined or modified organizational strategy Composition of workforce Employee attitudes Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 8-6

7. Initiating Change Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-7 Organizational change – Any alteration of an organization’s people, structure, or technology

8. The Change Process Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-8

9. “Calm Waters” Change Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 8-9

10. “White-Water Rapids” Change Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-10

11. Implementing Change Organization development – Efforts that assist members with a planned change by focusing on their attitudes and values Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 8-11

12. Implementing Change (cont.) Organizational development tactics: Survey feedback Process consultation Team-building Intergroup development Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-12

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14. Resistance to Change Fear about adaptation Habits Fear of losing something already possessed Belief that the change is incompatible with the goals and interests of the organization Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-14

15. Reducing Resistance to Change Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-15

16. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall 8-16

17. Employee Reactions to Change Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-17

18. What Is Stress? Stress is the adverse reaction people have to excessive pressure placed on them from extraordinary demands, constraints, or opportunities. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-18

19. Symptoms of Stress Copyright ©2012 Pen, Inc. Publishing as Prentice Hall 8-19

20. Causes of Stress Categories of organizational stressors: 1.Task demands 2.Role demands 3.Interpersonal demands 4.Organization structure 5.Organizational leadership Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-20

21. Personal Factors that Create Stress Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-21

22. Reducing Stress Match employee skills to job requirements Redesign jobs Offer employee assistance programs Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-22

23. Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-23

24. Encouraging Innovation Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-24

25. Encouraging Innovation (cont.) Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-25

26. Structural Variables and Innovation Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-26

27. Culture and Innovation Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-27 Innovative organizations: Encourage experimentation Reward both successes and failures Celebrate mistakes

28. HR and Innovation HR aids innovation by: Promoting training and development Offering high job security Encouraging individuals to become idea champions Supporting new ideas Overcoming resistance Implementing innovations Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall. 8-28

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