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Goal is to find improved ways of using resources and capabilities in order to increase an organizations ability to create value
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Targets of Change
Human Resource changes include:
Investment in training and development Socializing employees into the organizational culture Changing organizational norms and values to motivate a multicultural and diverse workforce Promotion and reward systems Changing the composition of the topmanagement team
Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall
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Targets of Change
Functional Resources changes Include:
Transferring resources to the functions where the most value can be created in response to environmental change An organization can improve the value that its functions create by changing its structure, culture, and technology
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Targets of Change
Technological capabilities changes include:
Efforts intended to give an organization the capacity to change itself in order to exploit market opportunities Adoption and use of new technologies Development of new products/ technologies and the changing of existing ones Technological capabilities are a core competence
Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall
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Targets of Change
Organizational capabilities changes include:
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Argues that two sets of opposing forces within an organization determine how change will take place
Forces for change and forces making organizations resistant to change When forces for and against change are equal, the organization is in a state of inertia To change an organization, managers must increase forces for change and/or decrease forces resisting change
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Focuses on business processes versus functions Deliberately ignores the existing arrangement of tasks, roles, and work activities
E-engineering: refers to companies attempts to use information systems to improve their performance
Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall
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Create new technologies Develop new goods and services Better respond to the needs of their customers One of the most difficult instruments of change to manage
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Used to plan a change program that allows the organization to reach that state Helps in the unfreezing, changing, and refreezing process
Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall
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Goal is to improve organizational effectiveness and to help people in organizations reach their potential and realize their goals and objectives Can be used to unfreeze, change, and refreeze attitudes and behaviors
Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall
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Organizational Development
OD techniques to deal with resistance to change
(cont.)
Education and communication: inform workers about change and how they will be affected Participation and empowerment: involve workers in change Facilitation: help employees with change Bargaining and negotiation Manipulation: change the situation to secure acceptance Coercion: force workers to accept change
Copyright 2010 Pearson Education, Inc. Publishing as Prentice Hall
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Organizational Development
(cont.)
OD techniques to promote change
Counseling, Sensitivity training, and Process consultation Team building, Intergroup training, and Organizational mirroring Total organizational interventions
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