scandura ppt 15
TRANSCRIPT
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CHAPTER 15:LEADING CHANGE
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AGENDA• Forces for change• Organizational development• Resistance to change• Leading change• Learning organizations
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FACTORS FOR SUCCESFUL CHANGE
Source: LaClair, J. A., & Rao, R. P. (2002). Helping employees embrace change. The McKinsey Quarterly, 4, 17–20.
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Source: Retrieved on April 2, 2014 from: http://www.forbes.com/sites/jacobmorgan/2013/09/10/ the-evolution-of-work/.
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THE EVOLUTION OF WORK (CONTINUED)
Source: Retrieved on April 2, 2014 from: http://www.forbes.com/sites/jacobmorgan/2013/09/10/ the-evolution-of-work/.
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FORCES DRIVING ORGANIZATIONAL CHANGE
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PLANNED CHANGE• Planned change is proactive
rather than reactive. • Managers read the environment
they operate in and determine the needed course of action and how to get there.
• Change can be big (radical) or small (incremental)
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TYPES OF PLANNED ORGANIZATIONAL CHANGES
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FOUR SUBSYSTEMS OF CHANGE1. Formal organization2. Social factors3. Technology4. Physical setting
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ORGANIZATIONAL DEVELOPMENTOrganizational development (OD) is a collection of social psychology methods employed to improve organizational effectiveness and employee well-being.
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EXAMPLES: OD INTERVENTIONS• Survey feedback• Workout• Process consultation• Team building• Appreciative inquiry (AI)
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REACTIONS TO CHANGE• Resistance • Compliance• Commitment
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WHY DO PEOPLE RESIST CHANGE?• Personal reasons -- habit, security,
economics, and fear of the unknown. • Organizational reasons -- structural
inertia (structure is too rigid to support the change), group inertia, threats to expertise, and threats to established power relationships.
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HOW TO OVERCOME RESISTANCE TO CHANGE• Education and communication• Participation• Building support and commitment• Developing positive relationships• Implementing changes fairly• Selecting people who accept
change
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METHODS OF LAST RESORT• Manipulation and cooptation• Coercion
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LEADING CHANGE: LEWIN’S 3-STEP MODEL• Unfreezing, changing, refreezing• Uses force-field analysis
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LEWIN’S 3-STEP MODEL OF CHANGE
Source: Adapted from http://www.mindtools.com/pages/article/newPPM_94.htm.
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LEADING CHANGE: KOTTER’S 8-STEP MODEL• Elaborates on Lewin’s model of change
and provides specific guidelines for changing organizations • Each step builds on the previous one.
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KOTTER’S 8-STEP MODEL FOR CHANGE
Source: Kotter, J. P. (1995). Leading change: Why transformation efforts fail. Harvard Business Review, 73(2), 59–67.
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LEADERSHIP IMPLICATIONS: CREATING LEARNING ORGANIZATIONS• In a learning organization, leaders
facilitate organizational change by creating a workplace that is flexible and innovative.• If employees are always learning and
willing to do or try new things, change is easier to accept and implement.
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THE FIVE LEADERSHIP LEARNING DISCIPLINES
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OPEN-ACCESSSTUDENT RESOURCES• Checklist action plan
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• SAGE journal articles
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