Organizational Change Project:
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Transcript of Organizational Change Project:
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Organizational Change Project:
Kelly GearhartBrian Longe
Dawn Morgan
Fall 2013
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Targets of Change
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Human Resources Uncertainty
The Tulsa World hand picked their successor
Changing Norms and Values Ethics Brochure from Berkshire Hathaway
Psychological Stress Can translate into absenteeism, turnover and low
productivity
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Functional Resources Distribution Changes
From 100+ drop sites to Distribution Centers
Website Ability to offer more products and services to
Advertisers
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Technological Capabilities Website
Umbrella agreements with 3rd party vendors
Circulation Tracking System Home grown system that no one knew outside of
the Tulsa World Support staff from around the country
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Organizational Capabilities Key personnel changes
New Publisher, new direction
Training for Departments Collaboration among properties and people
Culture Not much change, still a very tight knit workforce
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Why Resist Change? Feeling of uncertainty Layoffs Purpose of change is not clear Employees do not see the need for change Employees are not involved in the planning Lack of effective communication Lack of role clarity and job descriptions
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Creating Readiness Organization identifies the need for change Demonstrate to employees that this is the right
change Key people are identified to help support the change Employees have the confidence to succeed Strong leadership
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Overcoming Resistance Organization is committed to the change with all
leaders on board Leaders show support and positive role modeling Leaders guide the employees to embrace the
change Provide open communication and growth
opportunities
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Tulsa World – Resistance The employees were shocked and very emotional Uncertainty due to lack of communication and tight
timelines Every job description was going to be changed Key Managers and their roles were not identified
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BH Media – Overcoming Resistance Strong Leadership - believe in the change and show
of support Employees now understand the change and where
the company is going Key managers and their roles have been identified Opening communication with employees regarding
the change
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Change Management “In our turbulent world, there is nothing more
permanent than change”
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External Change Agents BH Media brought encouragement
HR Department were open and flexible
Subject Matter Experts brought outside input
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Internal Change Agents Tulsa World President and Chief Operating
Officer
No intentional negativity; hard to make change from family-owned business
Caring and commitment to Tulsa World
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Change Leaders “People problems” can undermine success
Four managers involved in original changes
Positive communication from top BH Media leaders
Displayed cooperative and welcoming qualities
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Internal Change Research
Current employees bring personal opinions into the mix
Perceptions and expectations should be researched prior to acquisition
BH Media Group look to determine a good fit with culture and financial aspects
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Questions?