Ch 10: organizational change Flashcards
2 types of change
-reactive
-proactive
reactive change
making changes in response to problems/opportunities as they arise
proactive change
Proactive change-making throughout changes in anticipation of possible /expected problems
Outside forces
Demographics
Tech advancements
shareholders/market changes
Social & political pressures
Inside forces
Human resources concerns
Managers behavior
Adaptive change
-Least threatening
-Reintroduction of familiar practice
Innovative change
-Somewhat threatening
-Introduction of practice new to the org
Radically innovative change
-Very threatening
-Intro of a practice new to the industry
Lewin’s change model
-unfreezing
-changing
-refreezing
Unfreezing
Create motivation to change
changing
New info, models, procedures
refreezing
Support and reinforce the chnage
A systems approach to change
inputs
target elements of change
outputs
inputs
Why should we change and how willing are we to change
Target elements of change
What levers to pull to produce wanted change
(people, org arrangements,methods, social factors)
Outputs
What do we want from the change
4 levers of target elements of change
people, org arrangements,methods, social factors
Organizational development
OD- set of techniques for implementing planned change to make people and organizations more effective
Change agent
consultant w background in behavioral science who can be a catalyst in helping orgs deal w old problems in new ways
Organizational development can be used for
managing conflict
revitilizing the org
adapting to mergers
Managing conflict
improving relationships within the org
Reviliating organizations
opening communication, dealing w stress, etc
Adapting to mergers
integrate 2 firms w varying cultures, products, procedures, etc
how OD works steps
1-diagnosis
2-intervention
3-evaluation
4-feedback
