Organization change and change management
Forces for Change
There are four major forces affecting change
Technology
Information processing and communication
People
Competition
Processes for Planned Organization Change
Lewin's Process model
Change: Movement from the old way of doing things to a new way
Refreezing: Process of making new behaviors relatively permanent and resistant to further
change, results in the new state of being
Unfreezing :From the old state of being, there’s an awareness of a need to change
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The continuous change process model
Transition management: Process of systematically planning, organizing, and implementing change
Change agent: a person responsible for managing a change effort
Organization development (OD)
System wide organizational development
Structural change
Rearrangement of task division, authority, and reporting relationships
Reengineering and rethinking are two contemporary approaches
Task and technological change
Task redesign : Changing tasks involved in doing the work, the technology, or both
Technological change:Changing how inputs are transformed into outputs
Griffin’s integrated framework for introducing job changes
Group and individual change
Team building used when interaction among group members is critical for success
Survey feedback used as a basis for a change process
Management development fosters certain skills, abilities, and perspective
Training improves employees’ job skills
Resistance to Change
Organizations resist change when change threatens the organization’s structure and control systems
Organizations must balance stability (permanence) with the need to react to external shifts (change)
Organizations invite change when change offers competitive advantage
Resistance can warn of the need to reexamine the need for change
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Managing Successful Organization Change and Development.
Secure top management support
Encourage participation by those affected by the change
Take a holistic view of the organization
Start small
Consider global issues
Reward those who contribute to change
Foster open communication
Organizational Learning