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4e Nelson/Quick ©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 18 Managing Change
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©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Learning Outcomes Identify the major external and internal forces for change in organizations Describe how different types of change vary in scope Discuss methods organizations can use to manage resistance to change Explain Lewin’s organizational change model 2
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©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Learning Outcomes Explain how companies determine the need to conduct an organizational development intervention Discuss the major group-focused techniques for organization development intervention Discuss the major individual-focused techniques for organization development intervention 3
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©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Organizational Changes Planned change: Results from a deliberate decision to alter the organization Unplanned change: Imposed on the organization and is unforeseen Responsiveness requires tremendous flexibility and adaptability on the part of organizations ©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 4
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External Forces for Change Globalization Workforce Diversity Technological Change Ethical Behavior ©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 5
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Internal Forces for Change Crisis Changes in Employee Expectation Changes in Work Climate ©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 6
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Resistance to Change Fear of the unknown Fear of loss and failure Disruption of interpersonal relationships Personality conflicts Politics Cultural assumptions and values 7
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8 Figure 18.1 - Force Field Analysis of a Decision to Engage in Exercise ©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 8
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9 Figure 18.2 - Lewin’s Change Model ©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 9
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10 Figure 18.3 - The Organization Development Cycle ©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 10
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©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Survey Feedback Method of intervention whereby employee attitudes are solicited by questionnaire Anonymous Group reporting format No repercussions Clear purpose Follow-up 11
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©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Management by Objectives and Quality Program Organization-wide intervention technique of joint goal setting between employees and managers Setting initial objectives Periodic progress reviews Problem solving to remove obstacles to goal achievement Quality Program: Embeds product and service quality excellence into the organizational culture Raise aspirations about product/service quality 12
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©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Team Building Improves the effectiveness of a work group Seek feedback Discuss errors Reflect on successes and failures Experiment with new ways of performing Climate of psychological safety 13
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©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Skills Training Increasing the job knowledge, skills, and abilities that are necessary to do a job effectively Accomplished either in formal classroom settings or on the job Should be integrated into OD 14
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©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Leadership Training & Development Techniques that are designed to enhance individual’s leadership skills Action learning Simulation Business games Role-playing Case studies 15
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©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Executive Coaching Technique for enhancing managers’ ability to perform by pairing them with a coach in a partnership Verbal information Intellectual skills Attitudes Development 16
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©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Role Negotiation Technique whereby individuals meet and clarify their psychological contract Outcome Better understanding of what each can be expected to give and receive Less ambiguity 17
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©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Job Redesign Alters jobs to improve the fit between individual skills and the demands of the job Realign task demands and individual capabilities Redesign jobs to fit new techniques or organization structures 18
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©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Career Planning 19 Matches individual’s career aspirations with organizational opportunities Benefits both the organization and its individuals Identifies and nurtures talented employees for potential promotion
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