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CHAPTER 7 - Coggle Diagram
CHAPTER 7
Section 1: Power and Politics and their Relevance to Organizational Change
Power:
Ability to change other people's behaviour, making them do what you want
As Embedded in Organizational Structure and Procedure
As Relational Property
As Possession
Structural Power
: Organizational position, extent of information access
Individual Power
Positional Power:
Your formal position
Coercive Power:
Ability to threaten others and carry out threats
Expert Power:
Knowledge / Experience
Reward Power:
Ability to reward others
Personal / Referent Power:
Others liking you
Information Power:
Access to data
Soft power:
Make people think like you
Politics
Unitarist:
Focus on cooperation and collaboration
Pluralist:
Organisational subgroups fighting for limited resources
Relevance
Front Stage:
Benefit of the public, applying logic and rationality to change
Backstage:
Influencing change by exercising power and being political
Section 2 : Political Interventions
Coalitions as Political Alliances
Coalition:
Group of individuals who share similar interest and perspective towards a specific change
The Politics of Presenting Ideas for Change
Issue Selling:
Behaviour of people outside management competing for attention for their ideas of change
3 Kinds of Knowledge
Strategic Knowledge:
Understanding of the organization and external environment
Relational Knowledge:
Social relationships and individuals
Normative Knowledge:
Situational behaviour and understanding of organizational norms
Stakeholder Mapping
Figure 7.1
Power vs. Interest
Commitment mapping
Section 3 : Resistance
Act of intentionally challenging others' wishes through
commission and omission
Sources
Self Interest
Misunderstand
change and
don't trust
it
Not able to
tolerate
change - Insecure & Anxious
People's
assets change differently
Dimensions
Target Resistance
vs.
Diffuse Resistance
Facilitative Resistance
vs.
Oppositional Resistance
Authorized Resistance
vs.
Unauthorized Resistance
Section 4 : Interventions to Increase Commitment or Decrease Resistance
Communication
Participation and Involvement
Education and Support
Negotiation and Agreement
Manipulation and Co-Optation
Explicit and Implicit Coercion:
Forcing the acceptance of change, otherwise individuals are at risk
Problem Finding
Role Modelling
Changing Reward Structure