Equilibrium

Forces

Change

For

Forces

Against

Change

Force Field Analysis

Resistance Forces

Strong

Weak

Weak Strong

No Discontinuous Change Change

Sporadic ContinuousChange Change

Change Forces

Unfreezing

Change

Refreezing

The Change Process

Structure

Technology Strategy Products

People/Culture

A System’s Model of Change

Large System Interventions

Small Group Interventions

Person-focused Interventions

Magnitude of Change Efforts

Participation & InvolvementEducation & CommunicationFacilitation & SupportNegotiation & AgreementManipulation & CooptationExplicit & Implicit Coercion

Overcoming Resistance to Change

Some don’t. They react after the fact

Some rely on “experts”business schoolsmanagement consultantsgurus

Some build change into their orgs.

How Companies “Manage” Change

T-groups Corporate CultureDecentralization One Minute ManagerMatrix RestructuringDiversification Competitive AdvantageManagerial Grid DownsizingJob Enrichment TQMZero Based Budgeting Self-Managed TeamsPortfolio Mgmt. The Learning Org.Strategic Planning 3600 FeedbackTheory Z Open Book ManagementIntrapreneuring Knowledge Management

A Sampling of Management Techniques

Org Issue Birth Growth Maturity Decline Popular Concentration Horizontal Diversification Turnaround Strategies in a niche & Vertical Concentric or

Integration Conglomerate Retrenchment

Likely Entrepreneur Functional Decentralized Structural Structure dominated Profit Centers Surgery

Innovation Invention Product Implementation Renewal Enhancement

Focus Survival, Growth Efficiency & Restructuring Resource Coordination Downsizing

acquisition

Entrepreneurial Collectivity Formalization Elaboration of Stage Stage & Control Structure Stage

Org. Change & the Organizational Life Cycle

An effort that is:-planned-organization-wide-managed from the top

in order to-increase org. effectiveness & health

through-planned intervention-using behavioral science knowledge

Organizational Development

1. Identify the need for change

2. Selection of a change technique

3. Solicit top management support

4. Implement the change

5. Evaluation of the OD effort

The OD Process

1. Poor diagnosis

2. Neglect to take a systems view

3. Little systematic evaluation

3 Biggest Mistakes in OD