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UNIT 3: ORGANIZATIONAL CHANGE PROGRAMS - Coggle Diagram
UNIT 3: ORGANIZATIONAL CHANGE PROGRAMS
CHANGE
To initiate change, the first step is to have the desire or willingness
The person
(who is)
being trained is the protagonist. There must be an intrinsec will to grow
It's more appropriate to talk of teaching-learning process
porque no es tanto que uno enseñe sino que el otro también participe
Definition
Change in appearance, condition or hehavior. From superficial appearance to very internal modifications
Creative destruction
Disruptive. Because it interrupts something. Electric cars, iPhone, computers on wheels, AI.
Organizational Development Variables
Dependent variables
Productivity
Absenteeism
Job satisfaction
Employee turnover (rotation)
Job performance
Work sabotage
Antisocial behaviour
We can create questionnaires for each of them, and they should always follow a model.
All variables are products of a system, and if you touch the important one, you will affect them all
We can create a climate questionnaire for all of them in order to know wich is the highest result. With the highest result made a change in the organization (Diagnosis)
Starting Point: Diagnosis
Questionaris of traingin, climate and engagement
Del sitio web: Survey Monkey
Create questionnaires using models, such as observation grids from other questionnaires
Interview
CHANGE MODEL
KURT LEWIN MODEL
STAGES
CHANGE-MOVING
The actual change is implemented: New processes, systems or behaviors are introduced
Senior management support
shared vision. HOw will it be see after the change
remove impediments
short cycles and successful prototypes
REFREEZE
It is the stage when organization stabilizes in its new state
Reinforcing the new ways of doing things and ensuring taht the changes become the new norm
Change is systems and precesses
Control of progress indicators
Evaluating progress
Do you guide your donkey's path, or do you let it walk and make adjustments based on where it's heading? The second one
UNFREZE
It involves breaking down the existing mindset and making people aware of the need for changing
Reduce the ressitance
Desired state (Future state)
Driving forces (impulsores)
Status Quo (Current state)
Limiting forces
Create a sense of urgency
Commitment to participatory diagnosis
Steps:
Diangosis (Do you like the actual logo?)
Create a
crisis
WINDOWS MODEL (John W. Kingdon)
I wan to promote an initiative
I build a project
A winddow opens
I launch my project for this
Ex.
Window of opportunity!!
Ex.
There is a budget
Ex.
Demand, costs, benefits
Ex.
A recreational space
My classmates did an example of this; some of them were the windows, the environment, and you must have your project ready to throw it trhought the window
ORGANIZATIONAL DEVELOPMENT MODEL (CO)
What is it?
A participatory, systematic, planned and long/term change
process
to improve in areas
Of the human process
T-groups
Process imporvement
Team building survey research
Tienes que lograr que el el equipo se reuna y forma sus reglas. Un buen equipo bien organizado puiede soportar un mal coach
COahch, que tenga un buen coach
Consulting
HR administration
Performance evaluation
compensation/recognition
Establishing goals
Career development
Welfare
Tecnoestructural
Differentiation and integration
Cooperation with the union (Sindicato)
Change of structure
Total quality management
Strategic
Strategic cahgne
Reinvention. redesing
Cultura change
Participatory/rapid-cycle
problem solving
MODEL
Prototype
Perform a quick test
Control
Monitor metrics/results
Select one alternative
Define selection criteria
Evaluation
Check reslts - restart
Diagnosis
Fenie criteria and tool
Apply in a participatory manner
Identify the problem
Observing reality
Who can lead a change?
A consultant
Objective
YOu don't need frecuently
Inner staff