a.Forces drive Organizational Change 1.Competitive Environment : Globalization Agressive newcomers Consolidation into bigger competitor Deregulation 2.Internal Pressure Eroding margins Pressures to grow shareholder pressure/demand for accountability 3.Rapidly changing technology 4.Changing workforce 5. Political Economics Change b. Forces resist Change 1.People resistances habit(liability of success fear of unknown Di ﬃ culty to learn new behavior Economic Factors /Security 2.Organization Resistance Strong culture Structure inertia : Organization structure/Reward System/Information System Treats to Expertise,Power Relationship& Sources Little Slack or Funding Poor Leadership Traditional Way of Change -Manager direct and control -Problem Focused -Experts analyze and design solution -Doers implement -Rolled out as package changed Program -Employee treated as major source of resistance Disadvantage -lack of employee buy-in -too rigid ,not adaptive -Experts and doers conflict -Limited Implementation -Cynicism Two Key Element II.E ff ective Method for change a. Kurt Lewin’s Organization Change Model Driving Forces Restraining Forces Best Strategy is to decrease Restraining Forces : -Create Strong and urgent need to Change -Communication And Education -Participation Transit to new stage • Compelling story & clear change vision a. Stories should contain 5 impacts: on society/customer/company and shareholder/working team/ "me" b.Let them choose for themselves ,discover what she or he already knows
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- Spring '10
- new behavior, Organization Change Model, Political Economics Change, elf-Design Organization Change, Human Capital,a Change