MANA 3319A PANDEY

1865- Fredrik Idestam( a mining engineer by trade ) built a wood pulp mill on the banks of the Tammerkoski rapids, in southern Finland.

1902 – The company added electricity generation to its business activities

1912- founded Finnish Cable Works 1968- began to manufacture mobile phones Today- has just sold its billionth mobile phone

Planned Change-change that is anticipated and allows for advanced preparation

Dynamic Change-change that is ongoing or happens so quickly that the impact on the organization cannot be anticipated and specific preparations cannot be made

Organization

Environmental forces include:TechnologyMarket forcesPolitical and regulatory agencies and lawsSocial trends

Put pressure on a firm’s relationships with customers, suppliers, and employees.

Events within the company.

May originate with top executives and managers and travel top-down

May originate with front-line employees or labor unions and travel bottom-up .

1. Lack of Trust and Understanding2. Self Interest3. Uncertainty4. Different Perspectives and Goals5. Cultures that Value Tradition

Type: Evolutionary or Transformational

Structure: decisions and people

Reward System: Team or Individual

Processes: Information communication and behavior control

People: skills and capabilities. Within or outside organization

1. Unfreezing: melting away resistance

3. Refreezing: change becomes routine

Present State

Desired state

Time

Lewin’s Three Step Model

2. Change: departure from the status quo

Restraining forces

Driving forces

Status quo

Desired state

Time

Force-field Analysis Model of Change

1. Decrease Restraining Forces

2. Increase Driving Forces

3. Both

Top-down Change: initiated by executives

Change Agents: people who act as catalysts to change

Bottom-up Change: originates with employees.

Communication and Education Employee involvement Negotiation Coercion Top Management Support

A system of shared values, assumptions, beliefs, and norms that unite the members of an organization.

Reflects employees’ views about “the way things are done around here.”

The culture specific to each firm affects how employees feel and act and the type of employee hired and retained by the company.

Core Values

Expressed Values

Visible Culture

Levels of Corporate Culture

Organizational Culture

Employee Self-management”shared identityFacilitates commitment Stability

Sense of continuitySatisfies need for predictability, security, and comfort

SocializationInternalizing or taking organizational values as one’s own

Strategy Implementation

If strategy and culture reinforce each other, employees find it natural to be committed to the

strategy

Pre-arrival

Encounter

Metamorphosis

Cultural Symbols Company Rituals and Ceremonies

Company Heroes

Stories

Language

LeadershipOrganizational

Policies and Decision Making

Cultural

Processes

Cultural Uniformity versus Heterogeneity

Strong versus Weak Cultures

Culture versus Formalization

National versus Organizational Culture

Types: Traditional Control or Employee Involvement Traditional control

emphasizes the chain of commandrelies on top-down control and orders

Employee involvementemphasizes participation

and involvement

› Baseball team culture--rapidly changing environment

› Club culture--seeks loyal, committed people

› Academy culture--hires experts who are willing to make a slow steady climb up a ladder

› Fortress culture--focused on surviving and reversing sagging fortunes

Based on two dimensions: focus and control Focus--whether the primary attention of

the organization is directed toward internal dynamics or directed outward toward the external environment

Control--the extent to which the organization is flexible or fixed in how it coordinates and controls activities

EntrepreneurialGoal OrientedBureaucracyEmpowered

Focus

Control

Flexible

Internal External

Fixed

Alignment with cultureAlignment with culture

NoNo YesYes

PerformancPerformancee

LowLow WorstWorst Give Give Another Another Chance Chance

HighHigh Make the Make the tough tough choicechoice

BestBest