Beruflich Dokumente
Kultur Dokumente
CHAPTER 11
What Is Change?
Change
An alteration of an organizations environment,
structure, technology, or people
A constant force
An organizational reality
An opportunity or a threat
Change agent
A person who initiates and assumes the
responsibility for managing a change in an
organization
Introduction
There are two forms of change in org:
Planned change: change resulting from a deliberate
decision to alter the org
Unplanned change: change that imposed on org and
is often unforeseen
Organizational Development
The definition applies several criteria:
Systematic approach: a structural sysle of diagnosing
orgl problems & opporunitites & then apply expertise
on them
Research and theory: involve application of
knowledge of behavioral science on the challenges
that faced by org
Mutual relationship: in order for org to change,
individual must change
Goal oriented: seek to improve both individual & orgl
well-being & effectiveness
Steps involve in OD
Establish
client/
consultant
relationship
Diagnose for
Change
Introduce
intervention
Gather data,
analyze data
& decide
intervention
objective
Implement
desired
incremental
or quantum
change
Evaluate &
Stabilize
Change
Determine
effectiveness
of change &
refreeze new
condition
Technology
Rapid technological innovation & those org that fail to
keep pace might fall behind, especially small
businesses
This change also lead to changes in work relationship
& orgl structure which becoming more flatter,
decentralized decision making and more open
communication.
CONTINUED
Globalization competition
Powerful players in global market are multinational &
transactional orgs
It allows orgs to explore geographic areas to expand
the markets
Social trends
Evolution in marital status, eating habits, health
concern (smoking prohibited) or popularity in sport
vehicles (e.g. F1 or X-game)
Economic shocks
Unexpected pattern of global economic that affected
the orgs international transaction. E.g. most countries
depend on stability of US$
CONTINUED
World politics
Constant changes in government that rules
the country or major policies that have great
impact on orgs
E.g. black rule in Africa, US president or the
collapse of Saddams government
Refreezing
It is the final step in which involve the
establishment of new attitude, values &
behaviors as the new status quo
In other words, refreeze the behavior so that
employees do not slip back into their old work
practices
Numerous systems & structures can refreeze
the desired patterns of behavior:
Orgl structures anchor new role & behavior patterns
Orgl rewards are powerful system as it motivate &
reinforce efficient behavior
Info system is the complementary role in change
process as feedback will help employees learn on
how well they are moving towards the desired
changes
CHANGE RESISTANCE
Change resistance is the symptoms of
restraining forces
In general, people give three types of reasons
regards to change:
Logical
Reasons based on rational & scientific evaluation
E.g. time taken, more effort to learn new things
Psychological
Reasons based on emotion sentiments & attitudes in human
E.g. afraid of unable to understand new things, mistrust of
others & insecurity
Sociological
Reasons based on interest of group & group values
E.g. political coalition, contradiction of group values & need
to maintain friendship among existing members
CHANGE RESISTANCE
Direct costs
Individual afraid of losing self-privilege or their selfinterest. E.g. change towards self-directed team
mean losing power in group
Saving face
Political strategy to prove the change decision in
wrong
Fear of unknown
Worried that they cannot adopt the new behavior as it
increases risk of personal loss
CHANGE RESISTANCE
Breaking routines
When employees need to abandon behavioral routines (that
initially make them feel safe as life can easily predicted), they
tend to rebel, especially the change require time investment &
energy to learn the new behavior
CAHNGE RESISTANCE
Fear of failure
Employees fear their own failure which involve selfdoubt about their abilities
Personality conflict
When change agents personality creates/produces
negative reactions, employees may resist the change.
E.g. change agent is insensitive to employee's feeling
& concern
APPROACHES TO CHANGE
RESISTANCE
Education & communication
Face-to-face discussion & use mass presentation &
make them see the logic
APPROACHES TO CHANGE
RESISTANCE
Negotiation & Agreement
Discuss actual & potential resistors regarding extra
incentives & some assurance if the proposed change
are not blocked