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Ch. 16: Managing Change and Organizational Learning

Ch. 16: Managing Change and Organizational Learning. External Forces: Demographics Technology Customer & market changes Social & political environment Internal Forces: Culture Morale and attitudes Experience with change. Views on Managing Change : Holistic Model of Change Agency.

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Ch. 16: Managing Change and Organizational Learning

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  1. Ch. 16: Managing Change and Organizational Learning External Forces: Demographics Technology Customer & market changes Social & political environment Internal Forces: Culture Morale and attitudes Experience with change

  2. Views on Managing Change:Holistic Model of Change Agency A change agent facilitates, implements, champions and manages change A change agent can be internal or external to the organization Gilley et al. (2001)

  3. Views on Managing Change:Holistic Model of Change Agency Four Core Roles: 1. Business partner (BRAIN) 2. Servant leader (HEART) 3. Change champion (COURAGE) 4. Future shaper (VISION)

  4. Views on Managing Change:Managing Transitions CHANGE is situational, the context TRANSITION is the psychological process we go through to come to terms with the new situation (I.e., the change). Bridges (1991)

  5. Views on Managing Change:Managing Transitions (2) Transition is essential; change will not work without it Transition Steps: 1. Ending 2. Neutral Zone 3. New beginning Transitions often happen much more slowly than the external change.

  6. Views on Managing Change:Cox (2001) Change Model 1. Leadership • Vision, philosophy • Personal involvement • Communication strategy 2. Research and measure • Culture assessment • Benchmarking

  7. Views on Managing Change:Cox (2001) Change Model 3. Education • Re: managing change • Develop in-house expertise 4. Alignment of management system • E.g., recruiting, hiring, perf. mgmt., T&D 5. Follow-up • Accountability • Continuous improvement

  8. Views on Managing Change:Kotter’s 8 Stage Model 1. Establishing sense of urgency 2. Creating a guiding coalition 3. Developing a vision and strategy 4. Communicating the change vision 5. Empowering broad-based action Kotter (1996, 2002)

  9. Views on Managing Change:Kotter’s 8 Stage Model (2) 6. Creating short-term wins 7. Consolidating gains and producing more change 8. Anchoring new approaches in the culture Kotter (1996, 2002)

  10. Views on Managing Change:Nickol’s Change Mgmt 101 3 Goals in moving from one state to another a. Transform b. Reduce c. Apply

  11. Views on Managing Change:Lewin’s Change Model 1. Unfreezing 2. Changing 3. Refreezing So, what skills are required to be a change agent?

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