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Org Change and Org Development

Org Change and Org Development. Ch 16 Apr. 28 & 30, 2009. Org Change and OD. Org Change – in structure, technology or people 1 st order vs. 2 nd order Org Development – methods used to implement org change. Org Change. Impediments to change -

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Org Change and Org Development

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  1. Org Change and Org Development Ch 16 Apr. 28 & 30, 2009

  2. Org Change and OD • Org Change – in structure, technology or people • 1st order vs. 2nd order • Org Development – methods used to implement org change

  3. Org Change • Impediments to change - • Identify ways to overcome these impediments: • How? • Does the nature of the situation seem to call for different ways of overcoming the impediments?

  4. Lewin’s Force Field Analysis Model • developed 50 yrs ago, still prevalent today Refreeze Unfreeze Desired State • How do we best unfreeze attitudes? • How do we best refreeze the new state?

  5. Driving & Restraining Forces • To increase driving forces: • 1. • 2. • To reduce restraining forces: • 1. • 2. • 3.

  6. Employee Resistance to Change • Main reasons for creating resistance: • 1) Consequences of change - • Direct costs • Incongruent org systems • 2) Process of change - • Saving face • Fear of unknown

  7. Refreezing • Structure • Reward systems – • How? • Lewin’s model effectively describes change process, but overlooks what?

  8. Evaluating Change • Using Kirkpatrick’s training evaluation model – what does each level assess? • Reactions – • Learning – • Behavior – • Outcomes – • Reactions measure restraining forces, learning reflects change itself, behavior measures refreezing success.

  9. OD Interventions • OD implements org change w/emphasis on org effectiveness • Tries to improve org capability to solve problems & cope with change 1) Total Quality Management (TQM): • 3 main concepts: • 1. • 2. • 3.

  10. TQM details • Importance of statistics • Continuous improvement • Criticisms – • Harley Davidson example…

  11. OD Interventions (cont.) • 2) Management by Objectives (MBO) – develop specific org goals • Main ideas of MBO: • 3) Survey feedback -

  12. Cultural values & Org Development • US-centric values • How? • Importance of leaders- • Resistance to change -

  13. Porras & Robertson meta-analysis • Healthy % report pos changes, but more report no change • Few reports of negative effects, but why?

  14. OD Assessment • Does it work? • What works best? • Evaluation? • Criticisms – • 1. • 2. • 3. • Ethical concerns?

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