Welcome Welcome to Organizational to Organizational

ChangeChange

Welcome Welcome to Organizational to Organizational

ChangeChange

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Four factors that involved in Organizational Change and development :

1. Force for and Resistance to Organizational Change2. Evolutionary and Revolutionary Change in Organization3. Managing Change : Action research4. Organizational Development

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2-Force for and Resistance to Organizational Change

• Organizational change is the movement of an organization away from the present and towards future desire in order to increase its effectiveness .

• The environment constantly changing and the organization must be adapt to this forces in order to survive

Force for change Four environment force are influent on the organizational

• Competitive force • Economic and Political force • Demographic and Social force• Ethical force

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• Competitive force: Organization are constantly striving to achieve a competitive advantage

a-Organization must adopt the latest technology as its become available .

b- Innovation and obtain technological advantage

c- Responsive to Customers

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Economic and Political force :a- Economic and Political unions between

countries are becoming an increasingly importance force for change

b-No Organization can afford to ignore the face of global economic and political force on its activates

c- Manager who work abroad adjust to variety of national culture and understand the economic , political and cultural value f the countries in which they are located .

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Demographic and Social forcea- workforce is the biggest challenges confronting

organization in 2000

b –Increasing diversity of employees have presented organizations with many challenge and opportunity

c-Increasingly demographic led manager to alert managing style ( supervise , motivate minority

and woman )

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Ethical forcea- increasing government, political and social

security

b- Managers and employee at all level report unethical behavior so that they can move quick

c- Pay attention to human Rights or well-being of employee

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Organizational Level Resistance to Change

1-Power and Conflict

2-Differences in Functional Orientation

3-Machanistic Structure

4- Organizational Culture

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Level of Resistance to change

• Group Norm

• Group Cohesiveness

• Group thinking and escalation of commitment

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Individual Resistance to change

• Uncertainty and Insecurity

• Selective Perception and Retention

• Habit

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Evolutionary and Revolutionary Change

in Organization• Evolutionary Change is gradual ,

incremental and narrowly focused

• Revolutionary Change that is rapid , dramatic , and broadly focused

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Evolutionary Change• Socio Technical Systems Theory

• Total quality Management

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Evolutionary Change ISocio Technical Systems Theory :• Is the first theory that proposed the important of

changing role and task or technical relationships to increase organizational effectiveness

• The ideas about how organizations should choose specific kinds of control system that match the technical nature of the work process .

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Evolutionary Change IITotal quality Management • Quality circle groups of employment how

meet regularly to discuss the way work is performed in order to find new ways to increase performance

• An ongoing and constraint effort by all of an organization’s functions to find new ways to improve the quality of the organization’s goods and service

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Revolutionary ChangeThere are three main point of revolution

change :

• Reengineering

• Restructuring

• Innovation

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Reengineering • Fundamental rethinking and radical redesign of

business process to achieve dramatic improvements in critical , temporary measures of performance such as cost ,quality , service and speed

Restructuring• Rapid deterioration in performance may try to

turn thing around by restructuring ,eliminating divisions , departments ,or levels in the company to performance manufacturing , customers service an others functional activities.

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Innovation • Innovation does bring about change, is also

associated with high level of risk because the outcome of research and development activities are often uncertain

• Is the one of the most difficult instruments of change to mange , in fact

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Managing ChangeAction Research: Is a strategy for generating and acquiring

knowledge that managers can used to define an organization’s desire future state and to plan a change program that allows the organization to reach the state .

In Levin's view ,implementing change is a three step process1- unfreezing the organization from its present state2-Make the desired type of change3- Refreeze the organization in a new desire state

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Managing ChangeThe step in Action Research

1- Diagnosing the organization 2-Determining the desired future state3-Implementing the action4-Evaluate the action5-Institutionalizing action research

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Implementing the action• First managers need o identify possible

impediments to change that they will encounter as they go about making changes

• Second is deciding who will be responsible for actually making the change and controlling the change process

1-external change agents2-internal change agents

• Third is deciding which specific change strategy will most effectively unfreeze , change and refreeze the organization

1-Top-down change

2-Bottom-up change

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• external change agents: an outside consultant who is an expert in managing change

• internal change agents: a manager from within an organization who is knowledgeable about the situation to be changed

• Top-down change: change that is implemented by managers at a high level in the organization

• Bottom-up change : that is implemented by employees at low levels in the organization and gradually rises until it is felt throughout the organization

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Organizational Development

Is a series of techniques and methods that managers can use in their action research program to increase the adaptability of their organization :

• OD Technique to deal with resistance to change

• OD Techniques to promote change

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OD Technique to deal with resistance to

changeResistance to change occurs at all the levels

of an organization :• Education and Communication• Participation and Empowerment• Facilitation• Bargaining and Negotiation• Manipulation• Coercion

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OD Techniques to promote change

Are designed to make change and to refreeze the organization in it new state :

• Counseling, Sensitivity training, and process of counseling

• Team building and Inter group training

• Total organizational Interventions

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Counseling, Sensitivity training, and process of counseling

• Sensitivity training: an OD technique that consists of intense counseling in which group members , aided by a facilitators , learn how others perceive them and may learn how to deal more sensitively with others

• process of counseling : OD technique in which a facilitator work closely with a managers on the job to help the manger improve his or her interaction with other group members

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Team building and Inter group trainingThere are three difference kinds of OD T

• Team building : OD technique in which a facilitator first observes the interactions of group members and then helps them become aware of ways to improve their work interaction

• Inter Group Training : an OD technique that used teambuilding to improve the work interaction of difference functions or division .

• Organizational mirroring: an OD technique in which a facilitators help to independent groups explore their perceptions and relation in order to improve their work interaction .

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Total organizational Interventions

• A variety of OD techniques can be used at the organization level to promote organization –wide change is the organizational confrontation meeting

• Organizational confrontation meeting: OD technique that brings together all of managers of an organization to confront the issue of whether the organization is effectively meeting its goals .

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