Org Change and Org Development Ch 16 Apr

Org Change and OD • Org Change – in structure, technology or people –

Org Change • Impediments to change - • Identify ways to overcome these impediments:

Lewin’s Force Field Analysis Model developed 50 yrs ago, still prevalent today Unfreeze Desired

Driving & Restraining Forces • To increase driving forces: – 1. – 2. •

Employee Resistance to Change • Main reasons for creating resistance: – 1) Consequences of

Refreezing • Structure • Reward systems – – How? • Lewin’s model effectively describes

Evaluating Change • Using Kirkpatrick’s training evaluation model – what does each level assess?

OD Interventions • OD implements org change w/emphasis on org effectiveness – Tries to

TQM details • Importance of statistics • Continuous improvement • Criticisms – • Harley

OD Interventions (cont. ) • 2) Management by Objectives (MBO) – develop specific org

Cultural values & Org Development • US-centric values – How? – Importance of leaders–

Porras & Robertson meta-analysis • Healthy % report pos changes, but more report no

OD Assessment • Does it work? – What works best? – Evaluation? • Criticisms

Slides: 14

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Org Change and Org Development Ch 16 Apr. 28 & 30, 2009

Org Change and OD • Org Change – in structure, technology or people – 1 st order vs. 2 nd order • Org Development – methods used to implement org change

Org Change • Impediments to change - • Identify ways to overcome these impediments: – How? • Does the nature of the situation seem to call for different ways of overcoming the impediments?

Lewin’s Force Field Analysis Model developed 50 yrs ago, still prevalent today Unfreeze Desired State • How do we best unfreeze attitudes? • How do we best refreeze the new state? Refreeze

Driving & Restraining Forces • To increase driving forces: – 1. – 2. • To reduce restraining forces: – 1. – 2. – 3.

Employee Resistance to Change • Main reasons for creating resistance: – 1) Consequences of change – Direct costs – Incongruent org systems – 2) Process of change – Saving face – Fear of unknown

Refreezing • Structure • Reward systems – – How? • Lewin’s model effectively describes change process, but overlooks what?

Evaluating Change • Using Kirkpatrick’s training evaluation model – what does each level assess? – Reactions – – Learning – – Behavior – – Outcomes – – Reactions measure restraining forces, learning reflects change itself, behavior measures refreezing success.

OD Interventions • OD implements org change w/emphasis on org effectiveness – Tries to improve org capability to solve problems & cope with change 1) Total Quality Management (TQM): – 3 main concepts: • 1. • 2. • 3.

TQM details • Importance of statistics • Continuous improvement • Criticisms – • Harley Davidson example…

OD Interventions (cont. ) • 2) Management by Objectives (MBO) – develop specific org goals – Main ideas of MBO: • 3) Survey feedback -

Cultural values & Org Development • US-centric values – How? – Importance of leaders– Resistance to change -

Porras & Robertson meta-analysis • Healthy % report pos changes, but more report no change • Few reports of negative effects, but why?

OD Assessment • Does it work? – What works best? – Evaluation? • Criticisms – – 1. – 2. – 3. • Ethical concerns?