What is organizational change

1

• What is organizational change?
• What change strategies are used in organizations?
• What can be done about resistance to change?
• How do organizations innovate?
• How does stress affect people at work?

2
What is organizational change?

• Forms of change.
• Radical change.
• Also known as frame-breaking change.
• Change that results in a major overhaul of the
  organization or its component systems.
• Incremental change.
• Also known as frame-bending change.
• Change that is part of the organizations natural
  evolution.

3
What is organizational change?

• Change agents.
• Individuals and groups who take responsibility
  for changing the existing behavior patterns of
  another person or social system.
• Sometimes hired as outside consultants.
• Managers and leaders in contemporary
  organizations are expected to be change agents.

4
What is organizational change?

• Unplanned change.
• Occurs spontaneously or randomly.
• May be disruptive or beneficial.
• The appropriate goal is to act quickly to
  minimize any negative consequences and maximize
  any possible benefits.

5
What is organizational change?

• Planned change.
• The result of specific efforts by a change agent.
• A performance gap is a direct response to a
  perceived performance gap.
• A discrepancy between the actual and desired
  state of affairs.
• May reflect problems or opportunities.

6
What is organizational change?

• Organizational forces for change.
• Organization-environment relationships.
• Organizational life cycle.
• Political nature of organizations.

7
What is organizational change?

• Organizational targets for change.
• Purpose.
• Objectives.
• Strategy.
• Culture
• People.
• Tasks.
• Structure
• Technology.

8
What is organizational change?

• Phases of planned change.
• Unfreezing.
• Preparing a situation for change by disconfirming
  existing attitudes and behaviors.
• Susceptibility to boiled frog phenomenon.
• Changing.
• Taking action to modify a situation by altering
  the targets of change.
• Refreezing.
• Maintaining and eventually institutionalizing the
  change.

9
What change strategies areused in organizations?

• Force-coercion strategy.
• Draws on reward power, coercive power, and
  legitimate power as primary inducements to
  change.
• Change agent acts unilaterally to command change.
• Usually results in temporary compliance.

10
What change strategies areused in organizations?

• Rational persuasion strategy.
• Also known as an empirical-rational strategy.
• Draws on expert power as primary inducement to
  change.
• Change agent uses special knowledge, empirical
  support, or rational arguments.
• Usually results in long-term internalization.

11
What change strategies areused in organizations?

• Shared power strategy.
• Also known as a normative-reeducative approach.
• Draws on referent power as primary inducement to
  change.
• Change agent empowers people affected by the
  change and involves them in decision making
  related to the change.
• Usually results in long-term internalization.

12
What can be done aboutresistance to change?

• Resistance to change.
• Any attitude or behavior that indicates
  unwillingness to make or support a desired
  change.
• Alternative views of resistance.
• Something that must be overcome for change to be
  successful.
• Feedback that can be used to facilitate achieving
  change objectives.

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What can be done aboutresistance to change?

• Why people resist change.
• Fear of the unknown.
• Lack of good information.
• Fear for loss of security.
• No reason to change.
• Fear for loss of power.
• Lack of resources.
• Bad timing.
• Habit.

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What can be done aboutresistance to change?

• Ways in which resistance is experienced.
• Resistance to the change itself.
• Resistance to the change strategy.
• Resistance to the change agent.

15
What can be done aboutresistance to change?

• How to deal with resistance.
• Education and communication.
• Participation and involvement.
• Facilitation and support.
• Negotiation and agreement.
• Manipulation and cooptation.
• Explicit and implicit coercion.

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What can be done aboutresistance to change?

• Education and communication.
• Educates people about change prior to
  implementation and helps them understand the
  logic of change.
• Use when people lack information or have
  inaccurate information.
• Advantage creates willingness to help with the
  change.
• Disadvantage can be very time consuming.

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What can be done aboutresistance to change?

• Participation and involvement.
• Allows people to help design and implement the
  changes.
• Use when other people have important information
  and/or power to resist.
• Advantages adds information to change planning
  builds commitment to change.
• Disadvantage can be very time consuming.

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What can be done aboutresistance to change?

• Facilitation and support.
• Provides emotional and material assistance for
  people experiencing the hardships of change.
• Use when resistance traces to resource or
  adjustment problems.
• Advantage directly satisfies specific resource
  or adjustment needs.
• Disadvantages can be time consuming can be
  expensive.

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What can be done aboutresistance to change?

• Negotiation and agreement.
• Offers incentives to actual or potential change
  resistors.
• Use when a person or group will lose something
  because of the change.
• Advantage helps avoid major resistance.
• Disadvantages can be expensive can cause
  others to seek similar deals.

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What can be done aboutresistance to change?

• Manipulation and cooptation.
• Use covert attempts to influence others by
  selectively providing information and consciously
  structuring events.
• Use when other methods dont work or are too
  expensive.
• Advantages can be quick and inexpensive.
• Disadvantage can create future problems if
  people sense manipulation.

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What can be done aboutresistance to change?

• Explicit and implicit coercion.
• Employ the force of authority to implement
  change.
• Use when speed is important and the change agent
  has power.
• Advantages quick overpowers resistance.
• Disadvantage risky if people get mad.

22
How do organizations innovate?

• Innovation.
• The process of creating new ideas and putting
  them into practice.
• Product innovations.
• The introduction of new or improved goods or
  services to better meet customer needs.
• Process innovations.
• The introduction of new and better work methods
  and operations.

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How do organizations innovate?

• The innovation process.
• Idea creation.
• Initial experimentation.
• Feasibility determination.
• Final application.

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How do organizations innovate?

• Features of innovative organizations.
• Strategies and cultures that are built around a
  commitment to innovation.
• Structures that support innovation.
• Staffing with a clear commitment to innovation.
• Top management support for innovation.

25
How does stress affect people at work?

• Stress.
• A state of tension experienced by individuals
  facing extraordinary demands, constraints, or
  opportunities.

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How does stress affect people at work?

• Source of stress.
• Stressors.
• The wide variety of things that cause stress for
  individuals.
• Types of stressors.
• Work-related stressors.
• Nonwork and personal stressors.

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How does stress affect people at work?

• Work-related stressors.
• Task demands.
• Role ambiguities.
• Role conflicts.
• Ethical dilemmas.
• Interpersonal problems.
• Career developments.
• Physical setting.

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How does stress affect people at work?

• Nonwork and personal stressors.
• Family events.
• Economic difficulties.
• Personal affairs.
• Individuals needs.
• Individuals capabilities.
• Individuals personality.

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How does stress affect people at work?

• Stress and performance.
• Constructive stress.
• Also known as eustress.
• Moderate levels of stress act in a positive way
  for both individuals and organization.
• Destructive stress.
• Also known as distress.
• Low and especially high levels of stress act in a
  negative way for both individuals and
  organization.

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How does stress affect people at work?

• Stress can harm peoples physical and
  psychological health.
• Health problem associated with stress
• Heart attack.
• Stroke.
• Hypertension.
• Migraine headache.
• Ulcers.
• Substance abuse.
• Overeating.
• Depression.
• Muscle aches.

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How does stress affect people at work?

• Key symptoms of excessive stress.
• Changes from
• Regular attendance to absenteeism.
• Punctuality to tardiness.
• Diligent work to careless work.
• A positive attitude to a negative attitude.
• Openness to change to resistance to change.
• Cooperation to hostility.

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How does stress affect people at work?

• Stress prevention.
• The best first-line strategy in battling stress.
• Involves taking action to keep stress from
  reaching a destructive level.
• Need to monitor personal and nonwork stressors
  and to be proactive in preventing their adverse
  impact.

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How does stress affect people at work?

• Stress management.
• Used once stress has reached a destructive point.
• Begins with the recognition of stress symptoms
  and continues with actions to maintain a positive
  performance edge.

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How does stress affect people at work?

• Wellness.
• Personal wellness involves the pursuit of ones
  physical and mental potential through a personal
  health promotion program.
• Recognizes individual responsibility for
  maintaining and enhancing ones physical and
  mental health.