CHANGE Everything Is Working, Why Are We Changing?
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Transcript of CHANGE Everything Is Working, Why Are We Changing?
CHANGEEverything Is Working, Why Are We Changing?
CHANGE
“Your Life will never change until you do something different in your life.”
(Dr. Kenneth Stephens)
CHANGE EXERCISE 1
Discussion • How did it feel to be asked to change seats?• Did you view changing seats as an opportunity to sit with someone new or as an uncomfortable or undesirable change?
• Why is change so difficult?
CHANGE IS NECESSARY
Tomorrow’s world will be different from today’s world
Organizations will need to adapt to changing market conditions and at the same time cope with the need for a renewing rather than a reactive workforce.
Organizations are never completely static and they are in continuous interaction with external forces.
Blanchard
The First Commercially Produced Typewriter: The Hansen Writing Ball
CHANGE
CHANGECELL PHONE BATTLE
Samsung Galaxy 5s I-Phone 6Plus
FORMULA FOR CHANGE
Dr. Stephens Organizational Change formula People + Culture + Climate + Challenges = Change
Confusion +Conflict+ Compromise = Change
Organizations are About People“Take away my people, but leave my factories, and soon grass will grow on the factory floors. Take away my factories, but leave my people, and soon we will have a new and better factory.”
Andrew Carnegie (1835-1919)
Source: Library of Congress
CHANGE WHO?
PEOPLE
• Fear the unknown• Fear of losing status• Fear of losing control• Communication failure
PEOPLE
• Key to effective change• Embrace new role• Accepts changes • Communication top to
bottom and bottom to top
CHANGEWHY?
INTERNALChanges that occur because of internal forces
EXTERNAL• Changes that occur
because of external forces
Internal Forces
Low job satisfaction
Low productivity
Conflict Strikes
External Forces
• Demographic characteristics• Technological advancements• Customer and Market changes• Social and political pressures
CHANGEWHAT?
POSITIONS• Individual culture
• Organization culture
PLAN• Organization short and long
term plan changes
• Organization’s direction changes.
CHANGEWHEN?
CULTURE CLIMATE CONDITIONS
FORMULA FOR CHANGE
CULTUREOrganizational culture.
• The system of shared actions, values, and beliefs that develops within an organization and guides the behavior of its members.
FORMULA FOR CHANGE
CULTURE• Subculture
• A group of individuals with a unique pattern of values and philosophy that are not inconsistent with the organization’s dominant values and philosophy
FORMULA FOR CHANGE
CULTURE• Counterculture
• A groups where the pattern of values and philosophies outwardly reject those of the larger organization or social system
FORMULA FOR CHANGE
CLIMATEClimate “refers to perceptions of persons in the organization that reflect those norms, assumptions, and beliefs.”Climate controls the: Motivation, Performance, and Satisfaction of the organization
FORMULA FOR CHANGE
CONDITIONSThe introduction of Microsoft Windows operating systems is considered one of the most revolutionary changes in the world.
CHANGEHOW?
SYSTEMATICALLY GRADUALLY
Cummings & Worley,9e (c) 2008 South-Western/Cengage Learning
2-22
Lewin’s Change Model
Unfreezing
Movement
Refreezing
Understanding Lewin’s Model
Cummings & Worley,9e (c) 2008 South-Western/Cengage Learning
2-23
you have a large cube of ice, but realize that what you want is a cone of ice, what do you do? First you must melt the ice to make it amenable to change (unfreeze). Then you must mold the iced water into the shape you want (change). Finally, you must solidify the new shape (refreeze).
If you have a large cube of ice, but realize that what you want is a cone of ice, what do you do? First you must melt the ice to make it amenable to change (unfreeze). Then you must mold the iced water into the shape you want (change). Finally, you must solidify the new shape (refreeze).
Not Hoppy About Change
Mina Ishiwatari(front) wanted to improve Hoppy drink’s brand image, but most staff didn’t want to change. “I tried to take a new marketing approach to change the image of Hoppy . . . but no one would listen to me.” She improved Hoppy’s popularity with limited support or budget. Most employees who opposed Ishiwatari’s changes have since left the company.
CHANGE & CONFLICT
• MY WAY• THEIR WAY• OUR WAY
Tips for Managing Workplace Conflict
• Build good relationships before conflict occurs
• Do not let small problems escalate; deal with them as they arise
• Respect differences
• Listen to others’ perspectives on the conflict situation
• Acknowledge feelings before focusing on facts
• Focus on solving problems, not changing people
• If you can’t resolve the problem, turn to someone who can help
• Remember to adapt your style to the situation and persons involved
Adapted from Dispute Resolution Center of Snohomish and Island Counties (2004). 1801 Lomard Ave, Everett, WA 98206; 425-339-1335.
CHANGE & CONFLICT
MY WAY
CHANGE & CONFLICT
THEIR WAY•
CHANGE & CONFLICT
OUR WAY
ONE BIG HAPPY FAMILY
QUESTIONS?