External Forces for Change

Globalization Workforce
Diversity

Technological Ethical
Change Behavior

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 Organizations must rethink
the most efficient ways to
Globalization
Use resources
Disseminate/gather
Majority of
information
new workers
Develop people
will be female

Structural Mental
Change Change Workforce will
grow in diversity -
more Hispanics &
African-Americans

Workforce is aging -
less young workers, more Workforce
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 Other
Organizations Ethical
Behavior
Ethical
Society Treatment Customers
TRANSPARENCY

Changes
in work
Environment relationships
Changes in
Technology-RFID
Changes in
organizational
structure
Technological
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Scope of Change-3 forms
1.Incremental Change - change of a
relatively small scope, such as making
small improvements
2.Strategic Change - change of a larger
scale, such as organizational
restructuring-for competitive advantage
3.Transformational Change - change in
which the organization moves to a
radically different, and sometimes
unknown, future state- Indian Army

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 The Change Agent’s Role

Change Agent - the individual or group who

undertakes the task of introducing and
managing a change in an organization

Effective change leaders build relationships

– Within the leadership team
– Between the team and organizational members
– Between the team and key environmental players

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 Internal Change Agents
Disadvantages
May be
Advantages associated
Know past with factions,
history, political accused of
system, and favoritism
culture May be too
Must live with close to the
results of situation to be
change so objective-not
will move trusted
carefully
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 External Change Agents
Disadvantages
Limited
Advantages knowledge of
Outsider’s organization’s
objective history
view May be viewed
Impartiality with suspicion

To succeed, they must be perceived as trustworthy, be experts with proven

track records, be similar to those they are working with
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 •
Resistance
Fear of the unknown&
to Change
• unforeseen
• Fear of loss-job, status
• Fear of failure-high
expectations
• Disruption of
interpersonal
relationships
• Personality conflicts of
power of new authority
• Politics-
• Cultural assumptions and
values
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 Dealing with
Resistance to Change
• Communication
– details
– rationale
• Participation in the
process
– ownership
– commitment
• Empathy and support
for those who feel
anxiety of change
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 Kurt Lewin’s Model for Change
• A person's behavior is a product of two
opposing forces.one pushing to maintain
status quo and the other one pushing to
change. When two opposite forces are
equal, the present behavior is maintained.
For behavior change to take place the
force maintaining status quo is to be
overcome .Increase the forces for change
or Both
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Kurt Lewin’s Three Step Change
Model
1. Unfreezing - involves encouraging
individuals to discard old behaviors by
shaking up the equilibrium state that
maintains the status quo
2. Moving - new attitudes, values, and
behaviors are substituted for old ones
3. Refreezing - involves the
establishment of new attitudes,
values, and behaviors as the new
status quo
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 Organizational Development
(OD)
Organizational Development (OD) - a
systematic approach to organizational
improvement that applies behavioral science
theory and research in order to increase
individual and organizational well-being and
effectiveness.

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 Diagnosis & Needs Analysis
Diagnosis and
Intervention
needs analysis
Training program
Problem/pain

Follow-up

Ask
• What are the forces for change?
• What are the forces preserving the status quo?
• What are the most likely sources of resistance?
• What are the goals to be accomplished by change?
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 OD Intervention Methods:
Organizational/Group Techniques
1.Survey Feedback - a
widely used method
of intervention Anonymous
whereby employee Group reporting format
attitudes are No repercussions
solicited by Clear purpose
questionnaire- Follow-up-NTPC
improving-
productivity/absentee
ism.
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 OD Intervention Methods:
Organizational/Group Techniques
2.Management by Objective – MBO-What is
expected, roles ambiguity, knowledge of
results-important for goal achievement
an organization-
wide intervention Initial objectives
technique of joint Periodic progress
goal setting reviews
between Problem solving to
employees and remove obstacles
managers to goal achievement
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 OD Intervention Methods:
Organizational/Group Techniques

3.Quality Program -
Raise aspirations about
a program that
product/service quality
embeds product Embed product/service
and service quality quality excellence in
excellence into the the organizational
organizational culture
culture

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 OD Intervention Methods:
Organizational/Group Techniques
4.Team Building -
an intervention Seek feedback
designed to Discuss errors
improve the Reflect on successes &
failures
effectiveness of a Experiment with new ways
work group of performing
Climate of psychological
safety

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 OD Intervention Methods:
Organizational/Group Techniques
5.Process Consultation -
an OD method that
helps managers
and employers Outside consultant:
improve the Enters organization
processes that are Defines the relationship
used in Chooses an approach
Gathers data
organizations-
Diagnoses problem
communication
Intervenes
,conflict ,decision Leaves organization
,leadership
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 OD Intervention Methods:
Individual-Focused Techniques
6.Skills Training -
increasing the
job knowledge,
skills, and In formal classroom
abilities that are settings
necessary to do On the job (Continual
a job effectively updating)

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 OD Intervention Methods:
Individual-Focused Techniques
7.Leadership training
and development - Action learning
a variety of Simulation
techniques that are Business games
designed to enhance Role-playing
Case studies
individual’s
leadership skills

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 OD Intervention Methods:
Individual-Focused Techniques
8.Executive coaching -
a host of
techniques for Verbal information
enhancing Intellectual skills
managers’ skills Attitudes
in an Development
organization

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 OD Intervention Methods:
Individual-Focused Techniques
9.Role
Negotiation - a
technique
whereby Outcomes
• Better understanding of
individuals meet
what each can be
and clarify their expected to give & receive
psychological • Less ambiguity
contract
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 OD Intervention Methods:
Individual-Focused Techniques
10.Job Redesign -
an OD intervention
method that alters jobs Realign task demands
and individual
to improve the fit capabilities
between individual Redesign jobs to fit new
skills and the demands techniques or
of the job organization structures

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 OD Intervention Methods:
Individual-Focused Techniques
11.Health
Promotion Ex. Stress reduction education,
employee assistance
Programs

12.Career Match individual’s career

aspirations with organizational
Planning opportunities

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 Ethical Considerations in
Organizational Development
• Selection of the OD method
• Voluntary participation
• Confidentiality
• Potential for manipulation by the
change agent

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