Org1. Change and Development

Org1. Change and Development - Organizational Change and...

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Organizational Change and Development
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Forces for Change : Forces create flux and transformation in the world daily. TEXT EXAMPLES OF CURRENT FORCES - Nature of the Workforce - Technology - Economic Shocks - Competition - Social Trends - World Politics These forces alter the Economic , Social , and Political landscape of any society.
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Organizational Change - Change is inevitable , though its speed varies across organizations. - Change can come from external sources (such as factors on the previous slide) or internal sources (e.g., declining productivity, crises such as a strike or major resignation, employee expectations, work climate such as lay-offs or poor morale). - The key is to for the organization to run change, (not have change run the organization). It can take years to create sustained change. Managers must plug away while keeping an eye on the organizational mission.
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Managing Planned Change Change: Making things different. Planned Change: A more proactive stance.   Includes activities that are intentional and goal-oriented  to better help the organization adapt to changes in its  external environment.   Change Agents: Act as catalysts and assume the  responsibility for managing change activities.   A system cannot know itself; help must come from the outside .”   -- W.E. Deming
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Resistance to Change -- Some resistance to change can be good for the organization, because it can create functional conflict .” -- There are two forms of Resistance to change: Which Is Better? Overt and immediate Voicing complaints, engaging in negative job actions Implicit and deferred Loss of employee loyalty and motivation, increased errors or mistakes, increased absenteeism
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SOURCES: Individual Resistance to Change E X H I B I T 19–2
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SOURCES: Organizational Resistance to Change E X H I B I T 19–2 (cont’d)
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Overcoming Resistance to Change Tactics for dealing with resistance to change: Education and communication Participation Facilitation and support Selecting people who accept change Negotiation Manipulation and cooptation Coercion
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The Politics of Change Impetus for change is likely to come from outside change agents such as new employees or employees outside the power structure. (“ Change comes from the edges .” -- Joel Barker, Futurist ) Internal change agents , usually individuals high in the organization, have a lot to lose from major change. Thus, they are most threatened by their loss of status
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This note was uploaded on 06/07/2010 for the course MGMT 001 taught by Professor Mcnary during the Spring '10 term at N.C. State.

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Org1. Change and Development - Organizational Change and...

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