Académique Documents
Professionnel Documents
Culture Documents
Features: Distrupts equilibrium Effects complete orgn.; explicitly or implicitly Continuous process Proactive and reactive Domino effect-related to systems approach
Marketplace
competition, buyers, supplementary goods.
Technology
Competitors, nature of job, mkt leaders.
Social:
wart ppl-autonomy, wkplace,
STRUCTURE
Authority relationships Coordinating mechanisms Job redesign Span of control Hierarchy
TASK
TECHNOLOGY
Work processes New technology Work methods Changes in DM
PEOPLE
Attitudes Expectations Perceptions Behaviour
Feedback
Refreezing
Changing Unfreezing
Detail of process
Identify need to change: depends upon gap analysis Elements to be changed: structural , technological, ppl Planning for change: determine change agents and time to implement. Assessing change forces: resistance to change, cooperation of ppl, kurt lewin-field of forces.
Refreezing
Stabilizing a change intervention by balancing driving and restraining forces.
Driving Forces
Forces that direct behavior away from the status quo.
Restraining Forces
Forces that hinder movement from the existing equilibrium.
Changing/Movement:
Recognizing purpose to change Encourage learning & reinforcement. Encourage team efforts, defining new boundaries
Refreezing:
Responses to change:
Willing acceptance Resistance Forced acceptance Rejection
Levels of resistance
Individual:
Economic Factors:
Skill
Psychological Factors:
Based
on attitudes, emotions. Ego defensiveness Status quo Lack of trust Fear of unknown & failure
Group
resistance:
Factors
controlling resistance Cohesiveness Attempt to alter group norms Group attractiveness Vested interests.
Orgn
resistance:
Status
quo Counting past records Resource limitations Sunk cost Inter-orgn agreement
level:
Involvement
Commitment
Leadership Training Counseling
Group
level:
Group