ba 4226 managing organizational change implementing change: change management, contingency, and...
TRANSCRIPT
BA 4226Managing Organizational Change
Implementing change: change management, contingency, and processual approaches
Instructor: Çağrı Topal1
Change management:FundamentalsDirector imageThe focus is on strategic, planned,
and large-scale changeChange models include a series of
planned stepsChange models apply to any kind of
change
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Change management:Assumptions/limitations-1Steps might be used sequentially or
simultaneouslyAll steps should be implementedSteps embodying core elements of
managing organizational power, motivating organizational members, and directing organizational transition might be implemented in changing orders
Interrelated and sequential phases might include rationalization, revitalization, and regeneration 3
Change management:Assumptions/limitations-2Implementation depends on
implementersMultiple changes may be in progressSteps should be tailored to particular
needsCommunication should involve
involvementChange is not completely manageableChange necessitates experimentationThere might be more than one change
leader 4
Change management:Kotter’s eight-step modelEstablish the need for urgencyEnsure there is a powerful change
group to guide the changeDevelop a visionCommunicate the visionEmpower staffEnsure there are short-term winsConsolidate gainsEmbed the change in the culture
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Change management:Problems in step-modelsSequence of stepsNumber of stepsDuration of stepsResources at stepsPeople at stepsOne step at a timeSteps without feedback
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Change management vs. OD
Change management has a broader scope than OD and considers OD’s central concern, human development, as one feature of organizational change
The OD practitioner is a third-party facilitator whereas the change management consultant acts as a technical expert
OD is a bottom-up approach whereas change management is a top-down approach 7
Contingency approaches:FundamentalsDirector imageSuccessful organizational change
outcomes can be achievedThe approach for achieving change
outcomes depends upon the change context
The change context includes the scale of the change and the receptivity of organizational members
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Contingency approaches:Dunphy and Stace’s modelDevelopmental transitionsTask-focused transitionsCharismatic transformationTurnaroundsFine-tuning
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Contingency approaches:Huy’s modelCommanding interventionEngineering interventionTeaching interventionSocializing intervention
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Contingency approaches:Reasons for uncommonnessDiffering perceptions on
contingenciesLack of clear-cut guidelinesLack of managerial skillsPerception of inconsistencyPossibility of universal aspects
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Processual approaches:FundamentalsNavigator imageChange is a continuous, often
political, processChange unfolds contextuallyChange outcomes are the result of a
complex interplay of different perspectives and interests, efficiency concerns, and environmental conditions
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Processual approaches:StagesProblem sensingDevelopment of concernAcknowledgement and
understanding of the importance of the problem
Planning and actingStabilizing change
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Processual approaches:Lessons-1Simple linear change recipes should be
challengedChange strategies will need to be
adapted in light of the reactions and politics they create
Change takes time and is unlikely to entail continual improvement
Taken-for-granted assumptions need to be questioned along the way
Change managers need to learn from stories of experiences of change, including those of individual at all levels
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Processual approaches:Lessons-2Training programs need to be aligned
with desired changesCommunication needs to occur in contextThe substance of change is itself likely to
alterPolitical processes will be central to how
quickly change outcomes occurChange involves interwoven,
contradictory processes as well as rewriting of accounts of the past and the future
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