Organizational Change

1. Chapter 11 Organizational Change

2. Learning Objectives • Discuss the relationship between technology and change. • Explain the technology implementer’s role as a change agent. • Discuss the characteristics of effective change leaders. • Identify effective strategies for organizational change. • List and discuss important considerations in implementing technological changes.

3. Learning Objectives 2 • Use Lewin’s force field analysis to identify forces pushing for and resisting technology. • Identify major causes of resistance to change in an organization and explain how a manager or EUIS analyst can avoid them. • Diagnose pressures for and resistance to a planned technological change. • Discuss the importance of top management support and employee participation in ensuring the success of information technologies.

4. Planning for Organizational Change • Successful and unsuccessful change • Technology brings change • The technology implementer as change agent

5. Planning for Organizational Change Important considerations in technological change • Ability of employees to conceptualize change • Employees’ readiness for change • Employees’ capacity for change • Individual differences among users • Environmental uncertainty and complexity

6. Planning for Organizational Change Important considerations in technological change • Change itself • Organizational structure • Distribution of power • Experience of the change agent • Risks involved • Required resources

7. Modeling The Dynamics of Change Leavitt’s systems model of change • Technological variables • Structural variables • Process (Task) variables • People variables

8. Modeling The Dynamics of Change Lewin’s force field analysis Driving Forces Restraining Forces E Q U I L I B R I U M People pressing for change Structure pressing for change Task variables pressing for change Technology variables pressing for change People variables resisting change Structure variables resisting change Task variables resisting change Technology variables resisting change

9. Lewin’s Three Phases of Change The learning curve for introducing information technologies Unfreeze Phase Change Phase Refreeze Phase Productivity Time

10. Lewin’s Three Phases of Change The learning curve for introducing information technologies Unfreeze Phase Change Phase Refreeze Phase Productivity Time

11. Understanding Resistance to Change Reasons for resistance to technological change • Social uncertainty • Limited perspectives • Lack of understanding • Threats to power and influence • Resistance to technical personnel • Perception that costs outweigh benefits • Fear of failure or inadequacy • Loss of control • Feelings of insecurity • Threat of economic loss

12. Overcoming Resistance to Change • Education and communication • Participation and involvement • Facilitation and support • Facilitation and support • Negotiation and agreement • Manipulation and co-optation • Explicit and implicit coercion

13. Managing the Change Process • Ensuring participation • Providing incentives • Gaining management support • Monitoring results

14. Summary Key Terms: • Change agent • Driving forces • Force field analysis • People variables • Planned organizational change • Process (task) variables • Restraining forces • Structure variables • Technology variables

15. Next: Business Process and Job (Re)Design Chapter 12