Chapter 8 Essay

1393 words - 6 pages

PowerPoint to accompany

Chapter 13
Managing change and innovation

Learning outline
   

Forces for change Change process Managing organisational change Contemporary issues

downsizing, employee stress, successful change structural, human resource, and cultural variables
Robbins, Bergman, Stagg, Coulter Management 5e © 2008 Pearson Education Australia

Stimulating innovation

Change, innovation and sustainability

Forces for change

Change – an organisational reality

managing change is an integral part of every manager’s job government laws and regulations technology economic changes strategy, workforce, employee attitudes
Robbins, Bergman, Stagg, Coulter Management 5e ...view middle of the document...

Change agent

someone who acts as a catalyst and assumes the responsibility for managing the change process.

Robbins, Bergman, Stagg, Coulter Management 5e © 2008 Pearson Education Australia

Three categories of change

Robbins, Bergman, Stagg, Coulter Management 5e © 2008 Pearson Education Australia

Managing organisational change

Types of change

changing structure includes any alteration in reporting relationships, coordination mechanisms, degree of centralisation, job design or similar structural variables. changing technology encompasses modifications in the way work is performed, or the methods and equipment that are used.
Robbins, Bergman, Stagg, Coulter Management 5e © 2008 Pearson Education Australia

Managing organisational change

Changing people refers to changes in attitudes, expectations, perceptions, and behaviour of individuals or groups. Organisational development (OD) essentially focuses on techniques or programs to change people and the nature and quality of interpersonal work relationships. Common thread in organisational development techniques is that they seek to bring about changes in the organisation’s people.
Robbins, Bergman, Stagg, Coulter Management 5e © 2008 Pearson Education Australia

Organisational development techniques

Robbins, Bergman, Stagg, Coulter Management 5e © 2008 Pearson Education Australia

Managing resistance to change

Why people resist change

an individual is likely to resist change because of uncertainty, habit, concern over personal loss, and the belief that the change is not in the organisation’s best interest.

Robbins, Bergman, Stagg, Coulter Management 5e © 2008 Pearson Education Australia

Managing resistance to change

Force-field analysis
 

to analyse change situations. a method proposing that two sets of forces operate in any system – forces that operate for change (the driving forces) and forces that operate against change (the resisting forces). If the two sets of forces are equal in strength, then the system is in equilibrium.
Robbins, Bergman, Stagg, Coulter Management 5e © 2008 Pearson Education Australia

Force field analysis

Robbins, Bergman, Stagg, Coulter Management 5e © 2008 Pearson Education Australia

Techniques for reducing resistance

Depending on the type and source of the resistance, managers might choose to use any of these.
      

education and communication participation Cisco facilitation and support negotiation manipulation and co-optation selecting people who accept change coercion

Robbins, Bergman, Stagg, Coulter Management 5e © 2008 Pearson Education Australia

Contemporary issues

Changing organisational cultures

relatively stable and permanent characteristics tends to make culture very resistant to change situational factors - cultural change is more likely to take place when:

A dramatic crisis occurs – unexpected financial setback, the loss of a major customer, or a dramatic technological...

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