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Managing Change and Innovation (Organizational changes (OD technique…
Managing Change and Innovation
Organizational changes
Categories
Changing structure
Spans of control
Job redesign
Coordinating mechanisms
Authority relationships
Changing technology
Work processes
Work methods
Equipment
Changing people
Attitudes
Expectations
Perceptions
Behaviour
Forces
External
Government laws and regulations
Technology
Marketplace
Labor markets
Economic
Internal
Strategy
Workforce
OD technique
Process consultation
Survey feedback
Team-building
Intergroup development
Manage resistance to change
Why
Uncertainty
Habit
Concern over personal loss
Change is not in organization's best interests
How
Education and communication
Participations
Facilitation and support
Negotiation
Manipulation and co-optation
Coercion
Employee stress
Symptoms
Psychological
Job-related dissatisfacion, tension, anxiety, irritability, boredom, and procrastination
Behavioral
Changes in productivity, absenteeism, job turnover, changes in eating habits, increased smoking or consumption of alcohol, rapid speech, fidgeting, and sleep disorders
Physical
CHanges in metabolism, increased hear and breathing rates, raised blood pressure, headaches, and potential of heart attacks
Cause
Job-related factors
Personal factors
Family issues, personal economic problems
Employees' personalities
Reduce stress
Job-related factors
On-the-job
Employee selection
Personal factors
Employee assistance programs
Wellness programs
General guidelines
Encourage innovation
Creativity involvement
Inspiration
Innovation
Process of incubation
Perception
Organization's culture affect innovation
Provides positive feedback
Uses an open-system focus
Focuses on ends rather than means
Tolerates conflict
Tolerates risk
Keeps external controls minimal
Tolerates the impractical
Accept ambiguity