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E q u i l i b r i u m

Force Field Analysis. E q u i l i b r i u m. Forces. Forces. Against. For. Change. Change. Strong Weak. No Discontinuous Change Change Sporadic Continuous Change Change. Resistance Forces. Weak Strong. Change Forces. The Change Process.

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E q u i l i b r i u m

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  1. Force Field Analysis E q u i l i b r i u m Forces Forces Against For Change Change

  2. Strong Weak No Discontinuous Change Change Sporadic Continuous Change Change Resistance Forces Weak Strong Change Forces

  3. The Change Process Unfreezing Change Refreezing

  4. A System’s Model of Change Structure Technology Strategy Products People/Culture

  5. Magnitude of Change Efforts Large System Interventions Small Group Interventions Person-focused Interventions

  6. Overcoming Resistance to Change Participation & Involvement Education & Communication Facilitation & Support Negotiation & Agreement Manipulation & Cooptation Explicit & Implicit Coercion

  7. How Companies “Manage” Change Some don’t. They react after the fact Some rely on “experts” business schools management consultants gurus Some build change into their orgs.

  8. A Sampling of Management Techniques T-groups Corporate Culture Decentralization One Minute Manager Matrix Restructuring Diversification Competitive Advantage Managerial Grid Downsizing Job Enrichment TQM Zero Based Budgeting Self-Managed Teams Portfolio Mgmt. The Learning Org. Strategic Planning 3600 Feedback Theory Z Open Book Management Intrapreneuring Knowledge Management

  9. Org. Change & the Organizational Life Cycle Entrepreneurial Collectivity Formalization Elaboration of Stage Stage & Control Structure Stage 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

  10. Organizational Development 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

  11. The OD Process 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

  12. 3 Biggest Mistakes in OD 1. Poor diagnosis 2. Neglect to take a systems view 3. Little systematic evaluation

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