Organizational Change and Development

 

Neck, Organizational Behavior

SAGE Publications, 2017.

Learning Objectives

Chapter 16: Organizational Change and Development

LO 16-1 Compare and contrast various conceptualizations of the change process.

The DADA syndrome experienced by individuals faced with unwanted change consists of four stages: denial, anger, depression, and acceptance. Lewin’s basic change model is a three-stage model of planned change that explains how to initiate, manage, and stabilize the change process by unfreezing, transforming, and refreezing. Lewin’s force field analysis model is a decision-making technique that helps assess the reasons for and against making certain changes.

LO 16-2 Identify the forces for change in organizations.

For organizations to succeed they need to adapt to external forces, or outside influences such as customers’ demographic characteristics, technological advancements, customer and market changes, and social and political pressures, and internal forces, or inside influences such as management changes, organizational restructuring, and intrapreneurship.

LO 16-3 Describe where resistance to change comes from and how to reduce it.

Some individual sources of resistance to change are fear of the unknown, insecurity, and habit. Organizational sources include structural inertia, limited focus of change, group inertia, threat to expertise, and threat to established power relationships.

One of the most common ways to address resistance to change is education and communication before the change takes place. Other methods include participation, negotiation, manipulation, and coercion.

LO 16-4 Describe the concept of organizational development in organizations.

Organizational development (OD) is a planned system that uses behavioral science knowledge to increase the efficiency and effectiveness of an organization. OD researchers tend to follow three basic steps in an OD model: diagnosis, interventions, and progress monitoring.

LO 16-5 Identify types of OD change interventions.

Structural intervention is carried out in three different ways: changing rewards systems; changing the culture; and reorganizing the structure itself. Task-technology interventions restructure tasks, redesign roles, or reconfigure sociotechnical systems. Sociotechnical systems redesign improves the interaction between human behavior and technical systems. The concept of the sociotechnical system was established to improve the relationship between people and machines to increase organizational effectiveness and efficiency.

Quality of worklife (QWL) interventions focus on employee satisfaction with pay, compensation, job security, responsibilities, performance, work/life balance, health, and career opportunities. Finally, organizations can use different types of people-focused interventions during times of change.

Due August 9, 2019

Term Project

· Format: APA Formatted Paper

· Length: 5-10 pages

· Key Deliverables: Show individual understanding of how to research and apply class material to situations.

· Point Value: 200

Term Research Paper – 200 points / 20% – Students may select any Business Organizational Behavior topic of their choice from the textbook that you have an interest in researching. Students should use the text as well as 3 to 4 other sources (books, journal articles, etc.), to write the paper. Students should not rely on websites or encyclopedias (including online encyclopedias like Wikipedia) for references (use peer reviewed sources). Papers should be formal papers written using APA formatting (as discussed in the policies section of this syllabus) and presented in the third person.  Students will upload their research to the assignment in Blackboard.The end of each paper must include the following section:

CERTIFICATION OF AUTHORSHIP:  I certify that I am the author of this paper and that any assistance received is acknowledged and disclosed in the paper. I have also cited any sources from which I used data, ideas, or words, either quoted directly or paraphrased. I also certify that this paper was prepared specifically for this course and has not been used for another course either in whole or substantial part.