Chapter 17 Flashcards
Four types of pressures for change
Globalization, technology, social networks, generational differences
Globalization
Many markets are worldwide and are served by international or multinational corporation’s. These firms create pressures on domestic corporations to internationalize and redesign their operations. Must abandon business as usual in order to remain competitive.
Technology
Creates pressure for organizations to be and remain flexible, unify global operations, challenges traditional work schedules (24/7 M-F, FaceTime) and be transparent.
Social networks
Allows employees to ignore rules and find solutions to problems without going through the organizations chain of command
Generational differences
Motivating four generations (Baby boomers, Gen X, Gen Y, millennial) requires management to stay flexible and adapt to changing it. Differences – learning, communication, relationships, career commitment.
How do we change people in organizations?
Through training and development
How do we change the culture of organizations?
Organizational development - developing employees competencies to solve problems by enabling them to identify and become emotionally committed to improving the performance of the firm.
Organizational development
developing employees competencies to solve problems by enabling them to identify and become emotionally committed to improving the performance of the firm.
Address’s three problems
- mergers and acquisition’s
- organizational decline and revitalization
- conflict management
Resistant to change
Perception, personality, have it, threat to power and influence, fear of unknown and economic reasons.
Perception
- Perceptual error about the situation.
- Reading or listening to only what they agree with.
- Misunderstanding information that does not fit their existing attitudes and values.
Personality
More likely to resist change if you have – low self-esteem, low emotional stability
Habit
Habit can be a source of comfort, security, satisfaction. Allows them to adjust to the world and Cope
Threat to power and influence
Some employees may view change as a threat to their power or influence. Once power has been established, individuals or teams often resist change that they perceive as reducing their ability to influence others.
Fear of unknown and economic reasons
Confronting the unknown breeds anxiety. Changes in established work routines or job duties might threaten their economic security. “This is how we have always done it.”
Reducing resistance to change
Organization design
organizational culture
resource limitations
Interorganizational agreements
