4.2. Class Slides - Change Leadership

4.2 Class Slides- - Department of Management Change Leadership N S Hill Ph.D Why Is This Important Analogy for Organizational Change It is not the

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Unformatted text preview: Department of Management Change Leadership N. S. Hill, Ph.D. Why Is This Important? Analogy for Organizational Change It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change. - Charles Darwin Change ORGANIZATIONAL FACTORS • Organizational Structure • Organizational Culture • Organizational Change GROUP FACTORS • Group and Team Characteristics & Team Processes (Decision Making, Conflict & Negotiation) • Leadership, Power and Influence INDIVIDUAL FACTORS • Individual Characteristics • Perception and Decision Making • Motivation Course Roadmap • Employee Job Attitudes • Employee Performance Reactions to Change Status Quo = Expectations being met Change = Disruption of Expectations Result - Stress Few organizational change efforts tend to be complete failures, but few tend to be entirely successful either. Most efforts encounter problems; they often take longer than expected and desired, they sometimes kill morale, and they often cost a great real in terms of managerial time or emotional upheaval. More than a few organizations have not even tried to initiate needed changes because the managers involved were afraid that they were simply incapable of successfully implementing them. - Kotter and Schlesinger (2008), HBR Change FBI Example In 1993, following the first terrorist attack on the World Trade Center, FBI was given a new mandate to refocus from a reactive law enforcement agency (solving crimes) to a proactive domestic intelligence agency (preventing terrorism) Eight years later, a report concluded that the FBI was still mainly a crime investigation organization with limited...
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This note was uploaded on 02/16/2011 for the course BADM 066 taught by Professor Bailey during the Fall '07 term at GWU.

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4.2 Class Slides- - Department of Management Change Leadership N S Hill Ph.D Why Is This Important Analogy for Organizational Change It is not the

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