chapter 19: organizational change creating effective organizations
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Chapter 19: Chapter 19: Organizational Organizational ChangeChange
Creating Effective Creating Effective OrganizationsOrganizations
Planning for ChangePlanning for Change
1.1. Diagnose the present conditionDiagnose the present condition
2.2. Set goals and define the future stateSet goals and define the future state
3.3. Define the transition state between Define the transition state between the present and the futurethe present and the future
4.4. Develop strategies for managing the Develop strategies for managing the transitiontransition
5.5. Evaluate the change effortEvaluate the change effort
6.6. Develop a balance between stability Develop a balance between stability and flexibilityand flexibility
Evaluating ResultsEvaluating Results of the Actionof the Action
Implementing the Implementing the Course of ActionCourse of Action
Selecting Course Selecting Course of Action (Decision Making)of Action (Decision Making)
Listing Alternative Listing Alternative Courses of ActionCourses of Action
Data Data AnalysisAnalysis
Data Data GatheringGathering
Problem Problem IdentificationIdentification
Step 4Step 4
Step 3Step 3
Step 2Step 2
Step 1Step 1
Step 5Step 5
Step 6Step 6
Step 7Step 7
Model of Individual Model of Individual ChangeChange Pre conditions for change:Pre conditions for change:
1.1. Felt needFelt need
2.2. Support for the change from a significant Support for the change from a significant other(s)other(s)
Needed movement for successful Needed movement for successful change:change:
1.1. From general to specific goalsFrom general to specific goals
2.2. From old to new social tiesFrom old to new social ties
3.3. From lower to higher self esteemFrom lower to higher self esteem
4.4. From external to internal motivationFrom external to internal motivation
Building Support for Building Support for Your VisionYour Vision
BedfellowsBedfellows AlliesAllies
AdversariesAdversaries OpponentsOpponents
High
Low
High
Trust
Ag
reem
en
t
Fence sittersFence sitters
Anxiety GapAnxiety Gap
AnxietyAnxiety
PerformancePerformance
Anxiety GapAnxiety GapChange PointChange Point
Responsibility ChartResponsibility Chart
ActorsActors
DecisioDecisionsns
CODE:CODE: R-- Responsibility (initiates)R-- Responsibility (initiates)A-V Approval (right to veto)A-V Approval (right to veto)S-- Support (put resources against)S-- Support (put resources against)I-- Inform (to be informed)I-- Inform (to be informed)
The 3 Is for Reducing The 3 Is for Reducing Resistance to ChangeResistance to Change
1.1. InformationInformation
2.2. InvolvementInvolvement
3.3. IncentivesIncentives
BeforeP.M.I.
AfterP.M.I.
6 MonthsLater
12MonthsLater
18MonthsLater
A Teams (N=5) held regular P.M.I.s with the managers.B Teams (N=5) discontinued P.M.I.s after initial training, then re-instituted them.
HighHigh
LowLow
MediumMedium
Effects of an Ongoing Personal Management Effects of an Ongoing Personal Management Interview ProgramInterview Program
SOURCE: Boss, 1983SOURCE: Boss, 1983
Combined Combined measures of team measures of team effectiveness effectiveness including including productivity, productivity, leader-subordinate leader-subordinate relations, relations, participation and participation and teamwork, trust, teamwork, trust, and meeting and meeting effectiveness.effectiveness.
B Teams initially B Teams initially instituted a P.M.I. instituted a P.M.I.
system, then system, then stoppedstopped
B Teams B Teams re- re-
instituted a instituted a P.M.I. P.M.I. systemsystem
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