oc 6440: nature of planned change, odc practioner, & contracts
TRANSCRIPT
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OC 6440Organizational Change and Development
NATURE OF PLANNED
CHANGE; THE OCD
PRACTITIONER; ENTERING/CONTR
ACTING
Week 3
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Nature of Planned Change
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Nature of Planned Change:What we will look at
• The three major perspectives on changing organizations.
• A General Model of Planned Change that will be used to organize the material presented in the book.
• How planned change can be adopted to fit different kinds of conditions.
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Lewin’s Change Model
Unfreezing
Movement
Refreezing
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Action Research Model
Feedback to ClientData gathering after
action
Problem Identification
Joint action planningConsultation with a behavioral scientist
Data gathering & preliminary diagnosis
Joint diagnosis
Action
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Initiate the Inquiry
Inquire into Best Practices
Discover Themes
Envision a Preferred Future
Design and Deliver Ways to Create the Future
Positive Model
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Comparison of Planned Change Models
• Similarities– Change preceded by diagnosis or preparation– Apply behavioral science knowledge– Stress involvement of organization members– Recognize the role of a consultant
• Differences– General vs. specific activities– Centrality of consultant role– Problem-solving vs. social constructionism
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General Model of Planned Change
Evaluatingand
InstitutionalizingChange
Planningand
ImplementingChange
DiagnosingEntering
andContracting
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Entering and Contracting
• Entering Phase involves gathering information from the organization to understand the problems or to determine the positive areas for inquiry.
• Contracting Phase spells out the changes that will proceed for the future, the resources that will be used and how everyone will be involved.
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DiagnosingCentral change Activities
• Gathering• Analyzing• Feedback
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Planning and Implementing Change
• Human process interventions at the individual, group, and total system levels;
• Interventions that modify an organization’s structure and technology;
• Human resources interventions that seek to improve member performance and wellness;
• Strategic interventions that involve managing the organization's relationship to its external environment and the internal structure and process necessary to support a business strategy.
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Evaluating and Institutionalizing Change
• Evaluating Change requires feedback about whether changes should be continued, modified, or suspended.
• Institutionalizing Change requires reinforcement through feedback, rewards and training.
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Different Types of Planned Change
• Magnitude of Change– Incremental– Quantum
• Degree of Organization– Over organized– Under organized
• Domestic vs. International Settings
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Planned Change
• What is planned change?
• Planned change can vary enormously from one situation to another. Why?
• Can be contrasted across situations along three dimensions.
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Key Dimensions of Planned Change
• Magnitude of Change
• The degree to which the client system is organized
• The setting-domestic or international
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Magnitude of Change
• Planned change efforts range from incremental to fundamental.
• OCD practitioners are usually contacted by managers for specific problems.
• Diagnostic and change activities are limited to defined issues.
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Incremental Changes
• Involves limited dimensions and levels of the organization
• Occur within the context of the organization’s existing business areas.
• Aimed at improving the status quo
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Fundamental Change• Directed at significantly altering how the
organization operates.
• Involve several organizational dimensions.
• Involve changing multiple levels of the organization.
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Critique of Planned Change
• Conceptualization of Planned Change– Change in not linear– Change is not rational– The relationship between change and
performance is unclear
• Practice of Planned Change– Limited consulting skills and focus– Quick fixes vs. development approaches
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Domestic vs. International Settings
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Domestic vs. InternationalDomestic (NA & EU)• Equality• Involvement• Short time horizons
International (APA)• Hierarchical• Status• Avoid personal• Save face• Long time horizons
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Domestic vs. International (Continued)
Action Research Process (ARP) recommended• Cyclical• Joint activities between organization members• Multiple steps that overlap
– Problem identification– Consult with behavioral science/OCD expert– Data gathering and diagnosis– Feedback
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Domestic vs. International (Continued)
ARP adapted to fit cultural context• Many organizational members• Execs only• Top-down• Inside vs. outside consultants• Face-to-face interviews
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Domestic vs. International (Continued)
OCD Practitioner must:• Be aware of own cultural biases• See issues from another perspective• Fluent in values and assumptions of country• Understand economic and political context
– Vacations– Time zones– Cultural Guide recommended
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Domestic vs. International (Continued)
Virtual Organizations – Time and Distance• A business model that supports
– Online collaboration applications (audio and video conferencing)
– Employees are able to use mobile technology and home offices to overcome the barriers that time difference presents.
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Domestic vs. International(Continued)
• Synergies of Domestic Companies with MNCs• Advantages
– Scale– Existing resources
• Disadvantages– “Foreignness”– China / Japan island dispute– Culture– Required (Joint Ventures)
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Conceptualization of Planned Change
Critique• Must identify organizational features that can
be changed• Intended outcomes from changes• Mechanisms by which change is achieved• Contingencies on which change depends
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Conceptualization of Planned Change Critique (cont).
Contingencies– Stages differ across situations– Magnitude– Client system organization– Domestic or international– Intuitive?
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Conceptualization of Planned Change Critique (cont).
Not rational or orderly, but chaotic– Shifting goals– Discontinuous activities– Surprising events– Unexpected combinations– Overzealous testimonials– Change never ends
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Practice of Planned Change
Critique• Specialized OCD practitioners (TQM,
Appreciative Inquiry, Group)– results in inappropriate method usage (diversity,
reengineering, self-managing teams)• “Cart-before-the-horse”
– Self-diagnosis and action plans• Quick-fix instead of required long-term plan• Sub-optimization
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Ready,Fire,Aim!
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An OCD Process Model
AE P
I
Assess
Plan
Implement
Evaluate
A-P-I-E Model
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Entering and Contracting
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The Entering Process• Clarifying the Organizational Issue
– Presenting Problem– Symptoms
• Determining the Relevant Client– Working power and authority– Multiple clients -- multiple contracts
• Selecting a Consultant
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Elements of an Effective Contract
• Mutual expectations are clear– Outcomes and deliverables– Publishing cases and results– Involvement of stakeholders
• Time and Resources– Access to client, managers, members– Access to information
• Ground Rules– Confidentiality
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Emotional Demands of Entry
• Client Issues– Exposed and Vulnerable– Inadequate– Fear of losing control
• OCD Practitioner Issues– Empathy– Worthiness and Competency– Dependency– Over identification
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CURRENT CONDITION• Decreasing Revenue • Structure : Divisional, limited to expand• Style : Conservative• Culture : nice• Staff never fired
INTENDED CONDITION• Increasing Revenue • Costumer focus• Center Of Excellent
Entering Contracting
OCD process
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Clarifying Issue Organization
Determining Relevant Client
Selection OD Practitioners
Entering
Professor
Clarifying Issue Organizes Contract
COO
Ground RulesTime & Resources
Mutual Expectation
COO + Senior VP HRD + Dir of
Training & OCD
Proposal
Design Team Selection
Owner + rep. key area + key Infl + Impl
Learning, Visioning & Diagnosing
$xx,xxxDirect expenses
3-5 year action plan
Action Plan
Initial Implementation Step
Monitoring, Correction & Evaluation
• free access• time flexibility• Access sensitive data
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Elements of an Effective Proposal
Content DescriptionGoals of Proposed Effort
Descriptive, clear, and concise goals to be achieved
Recommended Action Plan
Description of 1) diagnosis, 2) data analysis process, 3) feedback process, and 4) action-planning process
Specification of Responsibilities
What will various leaders, including the OCD practitioner, be held accountable for?
Strategy for Achieving the Desired State
Provide change strategies, including education/training, political influence, structural interventions, and confrontation of resistance.
Fees, terms, and conditions
Outline fees and expenses associated with the project