Professional Documents
Culture Documents
Leaders are in the unique role of not only designing change initiatives but also
enacting and communicating them.
LEARNING OBJECTIVES
KEY TAKEAWAYS
Key Points
Key Terms
These six components of change are the responsibility of management to create and
implement.
The reengineering process: Change management is often termed a “re-engineering process.” This
flowchart shows the reciprocal relationships involved in each step: the mission defines and is accomplished
via work processes, which execute and are guided by decisions, which consider and are supported by
information, which employs and are processed via technology.
Conner (1998) identified six distinct leadership styles related to change: anti-change,
rational, panacea, bolt-on, integrated, and continuous. Each leadership style
“represents a unique set of perceptions, attitudes, and behaviors regarding how
organizational disruption should be addressed.” Stopper (1999) characterizes each
of Conner’s leadership styles in this way:
Conner says that these six leadership styles are related to two different types of
organizational change: first-order change and second-order change. First-order
change is incremental, piecemeal change. According to Conner, second-order
change is “nonlinear in nature and reflects movement that is fundamentally different
from anything seen before within the existing framework.”
Conner identifies the first four leadership styles as appropriate for managing first-
order change. When an organization is engaging in discontinuous, transformational
change, however, integrated and continuous leadership styles are more appropriate.
LEARNING OBJECTIVES
KEY TAKEAWAYS
Key Points
Key Terms
Kotter defines change management as the utilization of basic structures and tools to
control any organizational change effort. Change management’s goal is to maximize
organizational benefit, minimize impacts on workers, and avoid distractions. There
are different types of change an can organization face.
Incremental Change
Technological Change
Inside forces include strategic and human resource changes, while outside forces
include macroeconomic and technological change.
LEARNING OBJECTIVES
Identify the internal and external pressures for change, which drive organizations to adapt
and evolve
KEY TAKEAWAYS
Key Points
Key Terms
Outside Forces
While there are seemingly endless external considerations that can motivate an
organization to change, a few common considerations should be constantly
monitored. These include economic factors, competitive dynamics, new technology,
globalization, and legislative changes:
Inside Forces
There are many inside forces to keep in mind as well, ranging from employee
changes to cultural reform to operational challenges.Understanding where this
change is coming from is the first step to timely and appropriate change
management.
Recognize and discuss the various components of an organization which may undergo
change through the evolution and adaptation of organizational strategy and/or objectives
KEY TAKEAWAYS
Key Points
Key Terms
Prior to launching a cultural change initiative, a company should carry out a needs
assessment to examine the existing organizational culture and operations. Careful
and objective consideration of what is working and what is not, as well as what is
parallel with the broader organizational objectives and what is not, are critical to
success here.
Areas that need to change can be identified through interviews, focus groups,
observation, and other methods of internal and external research. A company must
clearly identify the existing culture and then design a change process to implement
the desired culture.
• Mission
• Strategy
• Operational changes, including structure and hierarchies
• Technology
• Culture
• Employees and/or management
• Work flows (particularly relevant in manufacturing)
• Branding
Organizational Development
LEARNING OBJECTIVES
Key Points
Key Terms
A manager providing advice to a team: Organizational development is often facilitated with the assistance
of a “catalyst” or “change agent” such as an influential manager.
Although behavioral science provided the basic foundation for the study and practice
of OD, new and emerging fields of study have made their presence felt. Experts in
systems thinking and organizational learning have also emerged as OD catalysts.
These emergent perspectives view the organization as the holistic interplay of a
number of systems, all of which impact the processes and outputs of the entire
organization.
Weisbord
Lewin