Organizational Change

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Organizational Change
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Sources of Individual Resistance to Change
Selective information processing
Habit
Individual resistance
Security
Fear of the unknown
Resource and power distribution
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Sources of Organisational Resistance to Change
Threat to established resource allocations
Structural inertia
Organisational resistance
Limited focus of change
Threat to established power relationships
Group inertia
Threat to expertise
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Minimizing Resistance to Change
Communication
Minimizing Resistance to Change
Training
Coercion
Employee Involvement
Negotiation
Stress Management
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Refreezing the Desired Conditions

• Creating organizational systems and team dynamics
  to reinforce desired changes
• alter rewards to reinforce new behaviors
• new information systems guide new behaviors
• recalibrate and introduce feedback systems to
  focus on new priorities

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Successfully Diffusing Change

• Successful pilot study
• Favorable publicity
• Top management support
• Labor union involvement
• Diffusion strategy described well
• Pilot program people moved

Courtesy of Roberts Express
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Organization Development

• A planned system wide effort, managed from the
  top with the assistance of a change agent, that
  uses behavioral science knowledge to improve
  organizational effectiveness.

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Action Research Process
Establish Client- Consultant Relations
Diagnose Need for Change
Disengage Consultants Services
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Appreciative Inquiry Process