About 70% of all change initiatives fail. Each business’ change is unique but each

change is a variant of one of the two archetypes.

The two theories are :Theory E Theory O

“Hard” approach to change. Based on the economic value. Prime importance to the shareholders’

value. Change involves:Economic incentivesDrastic layoffsDownsizingRestructuring Commonly followed in the US economy.

“Soft” approach to change. Develop organizational culture and human

capability through individual and organizational learning.

Process of: Changing Obtaining feedback Reflecting Making further changes Companies that enact this strategy have a strong,

long-held, commitment-based psychological contract with their employees.

Adopted by corporate houses in Asian and European economies.

A company should implement both Theory E and Theory O simultaneously.

The company should be lead by a leader at the top who clearly sets and organizes company changes.

At the same time, this leader should listen and look for input from the lower levels of the company.

Simultaneous focus on “hard” (corporate structure and systems) and “soft” (dynamic of the corporate workplace and its culture) changes.

Reaps payoffs in profitability and productivity.

Goal should be to make the company a financially sound and a great place to work.