Organizational Change Organizational Change and Development and Development

By By

T M JayasekeraT M Jayasekera

Learning outcomes Learning outcomes

Organizational changeOrganizational changeLewin’s force field model Lewin’s force field model Resistance minimizing resistanceResistance minimizing resistanceOrganizational development Organizational development Emerging OD practices Emerging OD practices

ChangeChange

Existing position Desired position

Change

Some External Forces for Some External Forces for ChangeChange

InformationInformationTechnologyTechnology

Easier information transferEasier information transfer

Facilitates global structuresFacilitates global structures

Requires new competencies Requires new competencies and expectationsand expectations

Facilitates telecommuting; Facilitates telecommuting; new employment relationships new employment relationships

More emphasis on knowledge More emphasis on knowledge managementmanagement

Some External Forces for Some External Forces for ChangeChange

GlobalizationGlobalization& Competition& Competition

Global competitionGlobal competition

Technology makes it easier Technology makes it easier to compete quicklyto compete quickly

Results in restructuring, Results in restructuring, outsourcing, mergers outsourcing, mergers produces many employment produces many employment

changes changes

Some External Forces for Some External Forces for ChangeChange

DemographyDemography More educated workforceMore educated workforcewant involvement; interesting workwant involvement; interesting work

Younger generationYounger generationless intimidated by statusless intimidated by statuswant a more balanced work lifewant a more balanced work life

Cultural changesCultural changesmore individualism in traditionally more individualism in traditionally

collectivist countriescollectivist countries

DesiredConditions

CurrentConditions

BeforeChange

AfterChange

DrivingForces

RestrainingForces

Force Field AnalysisForce Field Analysis

DuringChange

DrivingForces

RestrainingForces Driving

Forces

RestrainingForces

Forces forForces forChangeChangeForces forForces forChangeChange

Resistance to ChangeResistance to Change

Direct CostsDirect Costs

Saving FaceSaving Face

Fear of the UnknownFear of the Unknown

Breaking RoutinesBreaking Routines

Incongruent SystemsIncongruent Systems

Incongruent Team DynamicsIncongruent Team Dynamics

Rewards, selection, training Rewards, selection, training

Unfreezing, Changing and Unfreezing, Changing and Freezing Freezing

Unfreezing Unfreezing Driving forces are stronger than the restraining Driving forces are stronger than the restraining forcesforces

Changing Changing SystemsSystemsAttitudes Attitudes BehaviorBehavior

Refreezing Refreezing Systems and conditions are introduced Systems and conditions are introduced

Creating an Urgency for Creating an Urgency for ChangeChange

Need to motivate employees to Need to motivate employees to changechange

Most difficult when organization is Most difficult when organization is doing well doing well

Must be real, not contrivedMust be real, not contrived

Customer-driven changeCustomer-driven changeAdverse consequences for firmAdverse consequences for firmHuman element energizes employeesHuman element energizes employees

MinimizingMinimizingResistanceResistanceto Changeto Change

CommunicationCommunication

TrainingTraining

EmployeeEmployeeInvolvementInvolvement

StressStressManagementManagement

NegotiationNegotiation

CoercionCoercion

How to minimize employees’ How to minimize employees’ resistanceresistance

Refreezing the Desired Refreezing the Desired ConditionsConditions

Creating organizational systems and Creating organizational systems and team dynamics to reinforce desired team dynamics to reinforce desired changeschanges

alter rewards to reinforce new behaviorsalter rewards to reinforce new behaviors

new information systems guide new new information systems guide new behaviorsbehaviors

recalibrate and introduce feedback recalibrate and introduce feedback systems to focus on new prioritiessystems to focus on new priorities

Conditions for Diffusing Conditions for Diffusing ChangeChange

Successful pilot studySuccessful pilot study

Favorable publicityFavorable publicity

Top management supportTop management support

Labor union involvementLabor union involvement

Diffusion strategy described wellDiffusion strategy described well

Pilot program people moved aroundPilot program people moved around

Organizational Development Organizational Development

A planned system wide effort, A planned system wide effort,

managed from the top with the managed from the top with the

assistance of a change agent, that assistance of a change agent, that

uses behavioral science knowledge uses behavioral science knowledge

to improve organizational to improve organizational

effectiveness.effectiveness.

EstablishEstablishClient-Client-

ConsultantConsultantRelationsRelations

DisengageDisengageConsultant’sConsultant’s

ServicesServices

Action Research ProcessAction Research Process

DiagnoseDiagnoseNeed forNeed forChangeChange

IntroduceIntroduceChangeChange

Evaluate/Evaluate/StabilizeStabilizeChangeChange

Ethics in OD Ethics in OD

Individual privacy rightsIndividual privacy rights Managers’ powerManagers’ power Individuals’ self esteemIndividuals’ self esteemClient relationshipClient relationship