Managing Change :Managing Change Course Instructor: Kanwal Gurleen Lecturer, LSB


Types of Organizational Change :Types of Organizational Change


Stages in the Change Process :Stages in the Change Process


Resistance to Change and Ways to Overcome Resistance :Resistance to Change and Ways to Overcome Resistance


Resistance to Change :Resistance to Change Sources of Resistance to Change Facts Provable statements that identify reality. Beliefs Subjective opinions that cannot be proven. Values What people believe are important and worth pursuing or doing.


Resistance to Change (cont’d) :Resistance to Change (cont’d) Focuses of Resistance to Change Self The reaction of individuals who feel their self-interests are threatened by change. Others The consideration given to how others will be affected by change. Work environment Change in the working environment threatens individuals control of the environment.


Resistance MatrixFocus of Resistance: Self :Resistance MatrixFocus of Resistance: Self


Resistance MatrixFocus of Resistance: Others :Resistance MatrixFocus of Resistance: Others


Resistance MatrixFocus of Resistance: Work Environment :Resistance MatrixFocus of Resistance: Work Environment


Innovation :Innovation Innovative Organizational Structures Flat organizations with limited bureaucracy Generalist division of labor Coordinate with cross functional teams Informal with decentralized authority Create separate systems for innovative groups Attract and retain creative employees Reward innovation and creativity


Innovation (cont’d) :Innovation (cont’d) Innovative Organizational Cultures Encourage creativity and innovation Develop structures to match their creative culture Encourage risk-taking Foster Intrapreneurship Have open systems Focus on ends rather than means Accept ambiguous and impractical ideas Tolerate conflict


3M’s Rules for an Innovative Culture :3M’s Rules for an Innovative Culture


Quality :Quality Core Values of Total Quality Management (TQM) To focus everyone in the organization on delivering customer value. To continuously improve the system and its processes. The Continuous Improvement Culture Successful implementation of TQM requires incorporation of TQM values into the organizational culture.


Diversity :Diversity Diversity The degree of differences among members of a group or an organization. Race/ethnicity, religion, gender, age, ability Diversity in all forms is increasing in the general population and the workforce. Incorporating diversity opens up a larger labor pool of skilled workers from which to recruit. Diversity is a legal requirement, an ethical obligation, and a competitive advantage.


Diversity (cont’d) :Diversity (cont’d) Valuing Diversity Emphasizing training employees of different races and ethnicity, religions, genders, ages, and abilities and with other differences to function together effectively. Managing Diversity Emphasizes fully utilizing human resources through organizational actions that meet all employees’ needs.


Managing Diversity :Managing Diversity


Organizational Development :Organizational Development Organizational Development (OD) The ongoing planned process of change used as a means of improving performance through interventions. OD Interventions Specific actions taken to implement specific changes. Change Agent The person selected by human resources management to be responsible for the OD program.


Change Models :Change Models


OD Interventions :OD Interventions


OD Interventions (cont’d) :OD Interventions (cont’d) Forcefield Analysis An OD intervention that diagrams the current level of performance, the hindering forces toward change, and the driving force toward change. Survey Feedback An OD intervention that uses a questionnaire to gather data to use as the basis for change.


Forcefield Analysis :Forcefield Analysis


OD Interventions (cont’d) :OD Interventions (cont’d) Team Building An OD intervention designed to help work groups increase structural and team dynamics performance to get the job done. Process Consultation An OD intervention designed to improve team dynamics by focusing on how people interact as they get the job done.