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managing change and innovation (Kurt Lewin's idea (German-America…
managing change and innovation
categories of organizational change
technology
work methods
work process
equipment
people
attitudes
expectations
perceptions
behavior
structure
coordinating mechanism
authority relationships
job redesign
spans of control
internal factors
bring in new equipments
external factors
new competitions
change agents
internal agents
more thoughtful
systemwide changes
outside cinsultants
don't understand organization's history
calm waters metaphor
large ship
changing
refreezing
unfreezing
can implement
Kurt Lewin's idea
German-America psychologist
father of modern social psychology
group decision making
force field analysis
make change work
increase driving force
white-water rapids
small raft
organizational development
process consultation
work-flow
term-building
interpersonal relationship
survey feedback
employee's attitude
intergroup development
factors of resisting organizational change
uncertainty
concern over personal loss
habit
change is not in organization's best interests
symptoms of stress
physical
changes in metabolism
psychological
job-related dissatisfaction
behavioral
changes in productivity
personal factors
family issues, personal economic problems
employee's personalities
techniques for reducing to change
facilitation and support
negotiation
education and communication participation
manipulation and co-optation Coercion
stimulate innovation
human resource variable
high commitment to training and development
high job security
creative people
cultural variable
tolerance of risks
tolerance of conflict
low external controls
focus on ends
tolerance of the impractical
open-system focus
positive feedback
accept of ambiguity
structural variables
work and network support
minimal time pressure
high interunit communication
abundant resources
organic structures