1 / 14

Org Change and Org Development

Org Change and Org Development. Ch 16 Apr. 28 & 30, 2009. Org Change and OD. Org Change – in structure, technology or people 1 st order vs. 2 nd order Org Development – methods used to implement org change. Org Change. Impediments to change -

foy
Download Presentation

Org Change and Org Development

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Org Change and Org Development Ch 16 Apr. 28 & 30, 2009

  2. Org Change and OD • Org Change – in structure, technology or people • 1st order vs. 2nd order • Org Development – methods used to implement org change

  3. Org Change • Impediments to change - • Identify ways to overcome these impediments: • How? • Does the nature of the situation seem to call for different ways of overcoming the impediments?

  4. Lewin’s Force Field Analysis Model • developed 50 yrs ago, still prevalent today Refreeze Unfreeze Desired State • How do we best unfreeze attitudes? • How do we best refreeze the new state?

  5. Driving & Restraining Forces • To increase driving forces: • 1. • 2. • To reduce restraining forces: • 1. • 2. • 3.

  6. Employee Resistance to Change • Main reasons for creating resistance: • 1) Consequences of change - • Direct costs • Incongruent org systems • 2) Process of change - • Saving face • Fear of unknown

  7. Refreezing • Structure • Reward systems – • How? • Lewin’s model effectively describes change process, but overlooks what?

  8. Evaluating Change • Using Kirkpatrick’s training evaluation model – what does each level assess? • Reactions – • Learning – • Behavior – • Outcomes – • Reactions measure restraining forces, learning reflects change itself, behavior measures refreezing success.

  9. OD Interventions • OD implements org change w/emphasis on org effectiveness • Tries to improve org capability to solve problems & cope with change 1) Total Quality Management (TQM): • 3 main concepts: • 1. • 2. • 3.

  10. TQM details • Importance of statistics • Continuous improvement • Criticisms – • Harley Davidson example…

  11. OD Interventions (cont.) • 2) Management by Objectives (MBO) – develop specific org goals • Main ideas of MBO: • 3) Survey feedback -

  12. Cultural values & Org Development • US-centric values • How? • Importance of leaders- • Resistance to change -

  13. Porras & Robertson meta-analysis • Healthy % report pos changes, but more report no change • Few reports of negative effects, but why?

  14. OD Assessment • Does it work? • What works best? • Evaluation? • Criticisms – • 1. • 2. • 3. • Ethical concerns?

More Related