Beruflich Dokumente
Kultur Dokumente
Stage 2,
Undisciplined
pursuit for more
Stage 3, Denial of
risk and peril
Stage 4, Grasping
for salvation
Stage 5, Capitulation
to irrelevance or
death
4) China, india
and other
offshore
suppliers are
changing the
way we work
5) Knowledge,
not
information, is
becoming the
new
competitive
advantage
competitive advantage
As IT does more of the work formerly done by
humans, even in high-tech areas, may lowlevel employees previously thought of as
knowledge workers are now being recognized
as data workers , who contribute very little
added value to the processing of information
Unlike routine information handling,
knowledge work is analytic, involves problem
solving and abstract reasoning
Drives the future, creates wealth
Proactive
demands
Supplier
practices
Social and
political
pressures
Employee problems
Manager behavior
Changing technology
Changing structure
Changing strategy
Employee characteristics
Change-agent characteristics
Change agent-employee
relationship
Somewhat threatening:
innovative change
Reintroduction of a familiar
practice
This change is lowest in
complexity, cost, and
uncertainty
Introduction of a practice
that is new to the
organization
4) Fear of
failure
5) Loss of
status or job
security
6) Peer
pressure
7) Disruption
of cultural
traditions or
group
relationships
8) Personality
conflicts
9) Lack of tact
or poor timing
10)
Nonreinforcin
g reward
systems
Kurt Lewin
Developed a model with 3 stages1. Unfreezing
2. Changing
3. Refreezing
Explains how to initiate, manage, and stabilize planned
change
1)
Unfreezing
: creating
the
motivation
to change
2)
Changing:
learning
new ways
of doing
things
3)
Refreezing
: makes
the new
ways
normal
Organisational development
Address 3 matters:
1) Managing
conflict
2) Revitalising
organisations
3) Adapting to
mergers
How OD works
-
1)
Diagnosis:
What is the
problem?
2)
Intervention
: what shall
we do about
it?
3)
Evaluation:
how well
has the
intervention
worked?
The effectiveness of OD
-
1) Multiple
interventions
2)
Management
support
3) Goals
geared to both
short and long
term results
4) OD is
affected by
culture
results
OD effectiveness is affected by crosscultural considerations
-An OD intervention that worked in 1
country should not be blindly applied to a
similar situation in another country
3) Curiosity
5) necessity
6) Combination of
seeds
Incremental vs radical
innovations
Product innovation is a
change in the appearance or
the performance of a
product or a service or the
creation of a new one
A process innovation is a
change in the way a product
or service is conceived,
manufactured, or
disseminated
Incremental innovations: the
creation of products,
services or technologies that
modify existing ones
Radical innovations: the
creation of products,
services, or technologies
that replace existing ones
2) Resources:
do managers
put money
where their
mouths are?
3) Rewards:
is
experimentat
ion
reinforced in
ways that
matter?
1)
Recognise problems and
opportunities and devise solutions
-
2)
Gain allies by communicating your
vision
-
3)
Overcome employee resistance, and
empower and reward them to achieve
progress
-
4)
-
Execute well