Organizational Change

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Organizational Change

• Objectives
• Define organizational change.
• Describe common change strategies.
• Review issues surrounding resistance to
  change.
• Outline methods for successsful change.
• Consider stress and change in
  organizations.

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Organizational Change
Successful ongoing change is essential to
organizations
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• Types of change
• Radical Change
• Incremental Change
• Unplanned Change
• Planned Change

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Terms Change Agent the people who lead and
support the change process Innovation
the process of creating new ideas and putting
them into practice
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• Forces of Change
• Environment
• Economic
• Regulatory
• Health Factors
• Legal
• Personnel
• Technology

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Purpose Clarify or create mission objectives
Objectives Set or modify specific performance
targets
Technology Improve equipment facilities, work
flows
Strategy Clarify or create strategic
operational plans
Change Targets
Structure Update organizational design
coordination mechanisms
Culture Clarify or create core beliefs and values
Tasks Update job designs for individuals groups
People Update recruiting selection
practices training, development
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• Phases Kurt Lewin
• Unfreezing the stage at which a situation is
• prepared for change
• Changing taking action
• Refreezing the stage at where changes are
• reinforced and stabilized

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• Why do people resist change?

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• Why do people resist change?
• Fear of the unknown
• Lack of good information
• Fear for loss of security
• No reasons to change
• Fear for loss of power
• Lack of resources
• Bad timing

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Criteria for successful changes Benefit The
change should have a clear relative advantage for
the people being asked to change it should be
perceived as a better way Compatibility The
change should be as compatible as possible with
the existing values and experiences of the people
being asked to change Complexity The change
should be no more complex than necessary it must
be as easy as possible for people to understand
and use Triability The change should be
something that people can try on a step-by-step
basis and make adjustments as things progress
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Methods for dealing with resistance to
change Education Communication Use When
People lack information or have inaccurate
information Advantages Creates willingness to
help with change Disadvantages Time consuming
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Methods for dealing with resistance to
change Participation Involvement Use When
Other people have important information and/or
power to resist Advantages Adds information to
change planning builds commitment to the
change Disadvantages Time consuming
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Methods for dealing with resistance to
change Facilitation Support Use When
Resistance traces to resource or adjustment
problems Advantages Satisfies directly specific
resources or adjustment needs Disadvantages Time
consuming may be expensive
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Methods for dealing with resistance to
change Negotiation Agreement Use When A
person or group will lose something because of
the change Advantages Helps avoid
major resistance Disadvantages May be
expensive Can lead others to seek similar
deals
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Methods for dealing with resistance to
change Manipulation Cooptation Use When
Other methods dont work or are too
expensive Advantages Can be quick and
inexpensive Disadvantages Can create future
problems if people sense manipulation
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Methods for dealing with resistance to
change Explicit implicit coercion Use When
Speed important and change agent has
power Advantages Quick overpowers
resistance Disadvantages Risky if people get
mad
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Change is stressful
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Involve your leaders
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Resistance to change should

• be expected
• not be feared
• is a source of feedback than can
  improve change effort

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