#Slides 3 - Change Man - Burnes

Slide 1.
Understanding Change
Management
Bernard Burnes, Managing Change, 5th Edition, © Pearson Education Limited 2009
Slide 1.2
The key themes

 Industrialisation was primarily concerned with the move from a subsistence economy to a
money-market economy.
 The main enabling mechanism for this was the creation of the factory system.
 Poor management-labour relations were a significant characteristic of the factory system.
 The pattern and purpose of industrialisation varied from country to country.
 In Britain and the USA, it was driven by individuals seeking profit maximisation.
 In mainland Europe, a different approach could be seen. In Germany in particular, but also
in France, industrialisation was largely state-sponsored, and aimed more to further the
economic and military objectives of the state than to increase the profit-making capacity of
individuals.
 The creation of larger and more complex organisations created increased problems in
managing labour and introducing changes to working practices and technology.
 The development of the organisation theory was synonymous with the need by managers
to legitimate and enhance their authority to initiate change.
The pivotal event that shaped the world into the form
we now see around us was the British Industrial
Revolution, which began in the late 18th century. Before
it, most societies were based on small-scale, self-
sufficient agricultural production, with the vast majority
of the population, some 80–90%, living in the
countryside. By the end of the nineteenth century, after
the Industrial Revolution had run its course, the reverse
became the case, in the leading industrialised countries
at least, with most people living in urban centres and
depending on industrial and commercial activities for
their livelihood.
Slide 1.4
British employers based their attitude towards

employees on two basic propositions:
 Labour is unreliable, lazy and will only work when
tightly controlled and closely supervised.

 The main controllable business cost is labour:
therefore, the key to increased profits is to make

it cheaper, and/or increase its productivity, by
getting employees to work harder, or for longer
hours, for the same, or less, money.
Slide 1.5
 By the end of the 19th century, the factory system was well
established.
 In the USA, and many other countries, it was characterised by
the arbitrary and ruthless discipline, where workers were
treated as so much industrial cannon fodder.
 It was a time of rapid social, technological and organisational
change where entrepreneurs expected to impose change.
 In the USA, most industries found themselves sitting on a
pressure cooker which could, and frequently did, explode in
unexpected and violent ways.
 There was great pressure to find organisational arrangements
that would allow employers to control and organise their
employees in a manner that reduced conflict and was cost-
effective.
 It needed to be a systematic approach that would persuade
workers to accept management-imposed change.
Slide 1.6
The Classical school
The Scientific–Rational approach
Key figures
• Frederick Taylor (1856–1915)
– Scientific Management
• Henri Fayol (1841–1925)

– Principles of Organisation
• Max Weber (1864–1920)

– Bureaucracy.
Slide 1.7
Core propositions
 Organisations are rational entities
 Organisation design is a science
 People are economic beings
 ‘One best way’
 Division of labour
 Elimination of human fallibility
Change is based on rationality and legitimate
managerial authority.
Slide 1.8
Three core concepts:

 The systematic collection of knowledge about the
work process by managers.
 The removal or reduction of workers’ discretion and
control over what they do.
 The laying down of standard procedures and times
for carrying out each job.
Slide 1.9
 Forecasting and planning – examining the future, deciding

what needs to be done and developing a plan of action.
 Organising – bringing together the resources, human and
material, and developing the structure to carry out the activities
of the organisation.
 Commanding – ensuring that all employees perform their jobs
well and in the best interests of the organisation.
 Coordinating – verifying that the activities of the organisation
work harmoniously together to achieve its goals.
 Controlling – guaranteeing that all actions are correctly
carried out in accordance with established rules and expressed
commands.
Slide 1.10
Three forms of authority
• Rational–Legal
• Traditional
• Charismatic.
Slide 1.11
Rational–Legal authority
 Jurisdiction is clear
 Hierarchical authority
 Appointment by ability
 Secure career.
Slide 1.12
The Classical school
Summary
• One best way
• Closed system
• Rule of law
• Legitimates managerial authority
• Economic man
• Human fallibility is eliminated
• Division of labour
• Change is based on rationality and managerial authority.
Slide 1.13
The Classical school (Continued)
Criticism
• Lack of scientific rigour
• Over-emphasises the division of labour
• One-dimensional view of human nature
• Sees people as ‘greedy robots’
• Leads to alienation
• Leads to failure, frustration and conflict
• Organisations without people.
Slide 1.14
Slide 1.15
The Human Relations school

(1930s onwards)
Key figures
• Elton Mayo
– Hawthorne Experiments
• Chester Barnard
– Cooperative Systems
• Abraham Maslow
– Hierarchy of Needs
• Douglas McGregor
– Theory X and Theory Y
• Warren Bennis
– The Death of Bureaucracy.
Slide 1.16

Central propositions
• Humans have emotional needs
• Organisations are co-operative social systems
• Organisations have informal structures and rules.
Slide 1.17
Mayo – Hawthorne Experiments

• ‘Hawthorne Effect’.
• Informal groups can have a positive effect on performance.
• Humans have a need for security, recognition and
belonging.
• Social factors are more important than economic factors.
Slide 1.18
Barnard – Cooperative Systems

• Monetary incentives weaker than non-monetary incentives
• Common purpose
• Authority from bottom-up
• Systematic and effective communication
• Effective leadership.
Slide 1.19
Figure 2.1 Maslow’s hierarchy of needs
Slide 1.20
McGregor’s Theory X and Theory Y

Theory X assumptions Theory Y assumptions
The average person dislikes work and Most people can view work as being
will avoid it wherever possible. as natural as rest or play.
Employees must be coerced, Workers are capable of exercising self-
controlled or threatened with direction and self-control.
punishment if they are to perform as
required.
Most people try to avoid responsibility The average person will accept and
and will seek formal direction even seek responsibility if they are
whenever possible. committed to the objectives being
pursued.
Workers place security above other Ingenuity, imagination, creativity and
factors relating to employment and will the ability to make good decisions are
display little ambition. widely dispersed throughout the
population and are not peculiar to
managers.
Slide 1.21
Bennis – The Death of Bureaucracy

◦ Rapid and unexpected change
◦ Growth in size of organisations
◦ Increasing diversity
◦ Change in managerial behaviour.
Slide 1.22
 Job Design rejects the Tayloristic basis of job

design and work organisation.
 It is possible to design jobs that satisfy human
needs and organisational objectives.

 Increased job satisfaction and increased
organisational performance go hand-in-hand.
Slide 1.23
The three main variants of

Job Design
• Job enlargement – concentrates on increasing
work variety.
• Job enrichment – focuses on increasing

workers’ control over what they do.
• Socio-technical Systems theory – technology

limits the scope for redesigning individual jobs.
Therefore, Job Design must go hand-in-hand with
technological change if it is to be successful.
Slide 1.24

Summary
It rejects the Classical school as mechanistic.
It stresses:
• Leadership
• Communication
• Intrinsic motivation
• Flexibility
• Involvement
• Change by consent.
Slide 1.25

Criticisms
• Intrinsic rewards are weak
• Portrays people as irrational
• Portrays people as emotionally immature
• It is manipulative
• Hawthorne Experiments are flawed
• No empirical support for Maslow’s motivation
theory
• It is a ‘one best way’ approach
• It ignores the outside world.
Slide 1.26
Contingency Theory
Key figures
• Tom Burns and George Macpherson Stalker
– Environmental uncertainty and dependence
• Joan Woodward
– Technology
• The Aston school
– Size.
Focus
• The relationship between overall structure and
performance.
• Organisations as ‘open systems’.
Slide 1.27
Contingency Theory
(1960s–1980s)
• Performance depends on structure
• Structure is ‘contingent’ on situational variables
NOT ‘One Best Way’ for ALL

BUT ‘One Best Way’ for EACH.
Slide 1.28
Key contingencies
• Environmental uncertainty and dependence

• Technology
• Size.
Slide 1.29
Figure 2.2 The environment–structure continuum
Slide 1.30
Figure 2.3 Woodward’s technology–structure continuum
Slide 1.31
Figure 2.4 Perrow’s technology–structure continuum
Slide 1.32
Figure 2.5 The size–structure continuum
Slide 1.33
Figure 2.6 Matching structure to contingencies
Slide 1.34
Contingency Theory
Summary
• Organisations are open systems
• Performance depends on structure
• Structure must match situational variables
• The main situational variables are:
– Environmental uncertainty
– Technology
– Size
• Change is a rational process of collecting and
evaluating information.
Slide 1.35
Contingency Theory
Criticisms
• No agreed definition of good performance
• Conflicting and multiple contingencies
• Organisations do not have clear-cut goals
• Contingencies can be manipulated
• No agreed definition of technology
• No agreed definition of environment
• Structure does not equal performance
• It focuses exclusively on formal structures
• It ignores managerial choice
• It ignores organisational complexity.
Slide 1.36
Slide 1.37
Culture–Excellence
Key figures
• Tom Peters and Robert Waterman
• Rosabeth Moss Kanter
• Charles Handy
Core concept:
Culture determines Performance.
Slide 1.38
Organisational culture
Why does it matter?

Peters and Waterman found a strong link between
excellence (good performance) and organisational
culture.
Slide 1.39
Eight key attributes of excellent organisations
1. Bias for action

2. Closeness to the customer
3. Autonomy and entrepreneurship
4. Productivity through people
5. Hands-on, value-driven
6. Stick to the knitting
7. Simple form, lean staff
8. Simultaneous loose–tight properties.
Slide 1.40
Kanter’s Post-entrepreneurial model
 Restructuring to find synergies

 Opening boundaries to form strategic alliances
 Creating new ventures from within – encouraging innovation and
entrepreneurship.
Slide 1.41
The world is changing, therefore, organisations

must change.
In future, organisations must be

 Knowledge-based
 Run by a few smart people
 Populated by a host of smart machines.
Slide 1.42
• The Shamrock organisation

• The Federal organisation
• The Triple I organisation.
Slide 1.43
Summary
Organisations must promote

• Strong, flexible cultures
• Innovation and entrepreneurship
• Teamwork and individual enterprise and development
• Reward systems based on contribution and not position
• Brain power and not muscle power
• Flat, anti-hierarchical structures
• Small corporate and middle management staffs
• Tight control of a few key measures
• Continuous, radical change.
Slide 1.44
Criticisms
• Empirical evidence does not stand up

• Back to ‘one best way’
• Assumes all organisations face the same
problems and opportunities
• People are the chief asset but...
– are easily discarded
– compete with each other
– not all are treated the same way
• Culture is the great cure-all
• What about the Japanese?
Slide 1.45
The Japanese approach
Distinct features
• Personnel policies (soft)
• Business practices and work systems (hard)
Effectiveness comes from the ability to combine
soft and hard practices.
Slide 1.46
The Japanese approach (Continued)
Personnel policies (soft)

• Lifetime employment
• Internal labour market
• Seniority-based promotion and rewards
• Teamwork and bonding
• Enterprise unions
• Training and education
• Company welfarism.
Slide 1.47
Designed to promote:
• Loyalty and gratitude
• Commitment
• Sense of security
• Hard work and improvement
• Co-operation not conflict
• Self-development.
Slide 1.48

Business practices and work systems (hard)
• Long-term planning
– 15 years
– Market growth
– Low dividends
– Low profits.
Slide 1.49
Timeliness
– Fast product development
– JIT
– Right first time.
Quality
– Total quality approach
– Continuous improvement.
Slide 1.50

Summary
• Values and promotes loyalty
• Slow promotion
• Seniority principle
• Lifetime employment
• Paternalistic and deferential
• Slow, collective decision-making
Change is continuous, incremental, bottom-up but
within an overall company vision.
Slide 1.51

Criticisms
• Two-tier labour markets
• Lifetime employment = slavery
• Teamwork = coercive pressure
• Enterprise unions = exploitation
• Cannot accommodate globalisation and
workforce diversity
• Threatened by economic shocks.
Slide 1.52
Organisational learning
Some definitions
• Organizational learning is the process by which the
organization’s knowledge and value base changes,
leading to improved problem-solving ability and
capacity for action (Probst and Buchel, 1997: 15).
• A learning organization is an organization skilled at
creating, acquiring and transferring knowledge, and
at modifying behavior to reflect new knowledge and
insights (Garvin, 1993: 80).
Slide 1.53
Organisational learning (Continued)
• Organizational learning means the process of

improving actions through better knowledge and
understanding (Fiol and Lyles, 1985:803).
• An entity learns if, through its processing of
information, the range of its potential behaviors is
changed (Huber, 1991: 89).
• Organizational learning occurs through shared
insight, knowledge and mental models and builds on
past knowledge and experience, that is, on memory
(Stata, 1989: 64).
Slide 1.54
Positives
• A rich, multi-dimensional concept affecting many aspects
of organisational behaviour.
• An innovative approach to learning, to knowledge
management and to investing in intellectual capital.
• A new set of challenging concepts focusing attention on
the acquisition and development of individual and
corporate knowledge.
• An innovative approach to organisation, management
and employee development.
• Innovative use of technology to manage organisational
knowledge through databases and internet or intranets.
Slide 1.55
Negatives
• A complex and difficult set of practices, difficult to implement
systematically.
• An attempt to use dated concepts from change management
and learning theory, repackaged as a management consulting
project.
• A new vocabulary for encouraging employee compliance with
management directives in the guise of ‘self-development’.
• An innovative approach for strengthening management
control.
• A technology-dependent approach that ignores how people
actually develop and use knowledge in organisations.
(From Huczynski and Buchanan, 2001: 135)
Slide 1.56
Summary
• Survival depends on the organisation learning (adapting)
at the same rate or faster than the environment changes.
• Learning must become a collective and not just an
individual process.
• There must be a fundamental shift towards systems (or
triple-loop) thinking by an organisation’s members.
• This gives an organisation the ability to adapt to,
influence and even create its environment.
Change comes from learning and learning comes from
change.
Slide 1.57
Criticisms
• No agreed definition
• Scarcity of rigorous empirical evidence
• Organisations do not learn – people learn
• It requires the creation of organisational diversity
and consensus at the same time.
Slide 1.58
 They are all ‘one best way’ approaches.

 People are exploited.
 Organisational power and politics is ignored.
 Culture is treated in a simplistic fashion.
Slide 1.59
Slide 1.60
 The tendency to assume a unitary frame of reference.

 The belief of the Classical school and the Human Relations
movement that contextual factors – the external environment,
size, technology, etc. – are either irrelevant or easily
accommodated is another obvious flaw.
 The assumption by both the Contingency theorists and the
proponents of Culture–Excellence approach that managers are
powerless to change the situational variables they face.
 Growing scepticism regarding the ability of rational, objective
science to provide an explanation for the many and
fundamental changes taking place in organisations and in the
wider society.
 Ignore culture or treat it in a simplistic fashion.
 None of the theories give serious consideration to the role of
power and politics.
 Explicitly or implicitly reject the notion of choice.
Slide 1.61
Postmodernism
Summary
• A loosely defined philosophical movement.
• It rejects rationality and the construction of
systematic explanations for human activity.
• It concentrates on the ways in which human beings
attempt to shape reality and invent their world.
• In organisational terms, postmodernism draws
special attention to the role of culture and power.
Slide 1.62
 Fragmentation: the breaking up of established structures into

fragments.
 De-differentiation: the blurring or dissolution of established
boundaries.
 Hyper-reality: confusion and mixing of the real with
artificial/virtual realities.
 Chronology: interest in the past and its imitation
alongside/instead of the future.
 Pastiche: the playful mixing of styles of decoration, dress,
expression, etc.
 Anti-foundationalism: rejection of all basics, absolutes,
fundamentals, universals, etc.
 Pluralism: all of the above happening simultaneously!
Source: (Berkeley Thomas, 2003: 214)
Slide 1.63
Table 4.1 Comparison of modernist and postmodernist organisational forms
Slide 1.64
 Culture – important but attempts to manipulate and

change culture as generally unpredictable and
sometimes undesirable.
 Reality – this is socially constructed. Powerful and
dominant groups in organisations have the ability to
impose their ‘reality’ on the rest of the organisation.
 In theory at least, it is open to organisations to
construct whatever reality they wish. Therefore,
organisations potentially have a wide degree of
choice about what they do, how they do it and
where they do it.
Slide 1.65
 Those who claim there has never been a fully

modernist era and claim there cannot,
consequently, be a ‘post’ modernist one.
 Those who maintain that the current
developments in society are merely an
extension of what has gone before rather than
any significant break with the past.
 Those who accept that the world is entering a
new age, but believe globalisation (see Chapter
12) and not postmodernism is its defining
characteristic.
Source: Lyon
(2000) Bernard Burnes, Managing Change, 5th Edition, © Pearson Education Limited 2009
Slide 1.66
Postmodernism
Criticisms
• Difficult to define
• Based on irrationality
• Draws on right-wing idealogy
• Modernism still offers great emancipatory potential
• What about realism and complexity?
Slide 1.67
Realism
Summary
• An alternative to modernism and postmodernism.
• Reality exists and can be discovered.
• The social world is socially constructed but exists
independent of human design.
• Events are brought about by causal mechanisms
and causal powers.
• Organisations have both enabling and
constraining powers.
• Managers can exercise choice within the limits
imposed by reality.
To be a realist is, minimally, to assert that many entities
exist independently of us and our investigations of
them. Clearly, then, most people are realists in this
basic sense: we differ in what entities we are realists
about.
The realist social scientist, however, is likely to claim
that social entities (such as markets, class relations,
gender relations, social rules, social customs or
discourse and so on) exist independently of our
investigations of them.
(Ackroyd and Fleetwood, 2000a: 6)
Slide 1.69
 A central issue is the extent to which organisations and

their practices are produced by human beings but still exist
externally to them and shape their behaviour.
 Realists argue that whilst the social world, including

organisations, is a product of human action, it is not
necessarily a product of human design but exists
independently of human beings.
 Realists also argue that social phenomena can exist

without those involved having any knowledge of them. For
example, markets only exist in and through human activity,
yet there is no necessity that those people involved should
be conscious of the part they play in sustaining them.
Slide 1.70
Realism and society
Slide 1.71
Realism
Criticisms
• It is neither one thing nor the other
• Modernists criticise it for promoting social
construction
• Postmodernists criticise it for claiming there is only
one reality.
Slide 1.72
Complexity
Summary
• Derived from the natural sciences
• Concerns the emergence of order in dynamic, non-linear
systems, e.g. weather systems
• Key concepts
– Chaos and order
– Edge of chaos
– Order-generating rules
• Implications for organisations
– Need for continuous change and innovation
– Need to promote self-organisation
– An end to command-and-control management
– Need for appropriate order-generating rules.
Slide 1.73
 Complexity serves as an umbrella term for a number of

theories, ideas and research programmes that are derived
from many different disciplines in the natural sciences.
 Complexity theories are concerned with the emergence of
order in dynamic non-linear systems operating at the edge
of chaos, such as weather systems, which are constantly
changing and where the laws of cause and effect appear
not to apply.
 Many writers have argued that organisations are also
complex systems that, to survive, need to operate at the
edge of chaos and have to respond continuously to
changes in their environments through a process of
spontaneous self-organising change.
Slide 1.74
 Chaos is not randomness but a different form of

order.
 Chaos and order are twin attributes of dynamic,
non-linear (complex) systems, and, within chaos,

a hidden order may be concealed beneath what
looks completely random.
 Chaos describes a complex, unpredictable, and
orderly disorder in which patterns of behaviour

unfold in irregular but similar forms; snowflakes
are all different but all have six sides.
Slide 1.75
 Stable equilibrium – such systems can become

so stable that they ossify and die.
 Explosive instability – such systems can
become too unstable and, as with cancer, get out

of control and destroy themselves.
 Bounded instability – these are complex
systems which, torn between stability and

instability, have the ability to transform
themselves in order to survive.
Slide 1.76
Edge of chaos
… complex systems have large numbers of independent
yet interacting actors. Rather than ever reaching a stable
equilibrium, the most adaptive of these complex systems
(e.g., intertidal zones) keep changing continuously by
remaining at the poetically termed ‘edge of chaos’ that
exists between order and disorder. By staying in this
intermediate zone, these systems never quite settle into a
stable equilibrium but never quite fall apart. Rather, these
systems, which stay constantly poised between order and
disorder, exhibit the most prolific, complex and continuous
change ...
(Brown and Eisenhardt, 1997: 29)

In an astonishing variety of contexts, apparently
complex structures or behaviours emerge from
systems characterized by very simple rules. These
systems are said to be self-organized and their
properties are said to be emergent. The grandest
example is the universe itself, the full complexity of
which emerges from simple rules plus chance.
(Gell-Mann, 1994: 100)
Slide 1.78
 Implication 1 There will be a need for much greater

democracy and power equalisation in all aspects of
organisational life, instead of just narrow employee
participation in change.
 Implication 2 Small-scale incremental change and
large-scale radical-transformational change will need
to be rejected in favour of ‘a third kind’ which lies
between these two, and which is continuous and
based on self-organisation at the team/group level.
 Implication 3 In achieving effective change, order-
generating rules have the potential to overcome the
limitations of rational, linear, top-down, strategy-
driven approaches to change.
Slide 1.79
Criticisms
 Requires a major extension of organisational
democracy – are organisations ready for this?
 Need to be wary of adopting a concept that is

contentious and still developing in the natural
sciences.
 Not clear whether its promoters see it as a

metaphorical device or as a mathematical
approach.
• Postmodernism – offers enormous scope for the
emergence of alternative strategies and choices, but it
also stresses the importance of culture, power and politics
in how the strategies are selected and legitimised and
how choices are made.
• Realism – sees organisations’ room for manoeuvre and
choice as limited by intricate structures in both the natural
and social worlds which exist even if we are not aware of
them.
• Complexity – organisations are required to become far
more democratic than they are now. Choice moves from
the few to the many.
Slide 1.81
Slide 1.82
Organisational culture
Importance
• We do not work in a vacuum. The way we work and
behave is shaped, directed and tempered by the
culture of the organisation to which we belong.
• Organisations are miniature societies.
Slide 1.83
The Current fascination with culture
Arose in the 1980s from the work of:

• Peters and Waterman (1982)
• Allen and Kraft (1982)
• Deal and Kennedy (1982)
However,
Blake and Mouton (1969) had linked culture and
performance in the 1960s.
Slide 1.84
Why the ‘Culture Craze’

of the 1980s?
• The decline of the West
• The rise of Japan.
Slide 1.85
What is culture?
Culture is ‘how things are done

around here’. It is what is typical of
the organization, the habits, the
prevailing attitudes, the grown-up
pattern of accepted behaviour.
(Drennan, 1992:3)
Slide 1.86
A few more definitions
• The culture of the factory is its customary and traditional way of

thinking and doing things, which is shared to a greater or lesser
degree by all its members and which new members must learn,
and at least partially accept, in order to be accepted into
service in the firm. (Jacques, 1952: 251)
• Culture ... is a pattern of beliefs and expectations shared by the
organization’s members. These beliefs and expectations
produce norms and powerfully shape the behaviour of
individuals and groups in the organization. (Schwartz and
Davis, 1981: 33)
• A quality of perceived organizational specialness – that it
possesses some unusual quality that distinguishes it from
others in the field. (Gold, 1982: 571–572)
Slide 1.87
A few more definitions (Continued)
• By culture I mean the shared beliefs top managers in a

company have about how they should manage
themselves and other employees, and how they should
conduct business(es). (Lorsch, 1986:95)
• Culture represents an interdependent set of values and
ways of behaving that are common in a community and
that tend to perpetuate themselves, sometimes over long
periods of time. (Kotterand Hesketh, 1992: 141)
Slide 1.88
Why is culture important?
Culture shapes behaviour

• Friendly or Aggressive
• Proactive or Passive
• Concerned or Not Bothered
• Teamworker or Solo Player
• Rule Follower or Rule Breaker.
Slide 1.89
 Behaviour is not shaped by extrinsic and

intrinsic motivators but by values, beliefs and
assumptions.
 Culture guides actions but only when it is
strong and unchallenged.

 Some cultures are better than others.
 If values, beliefs and attitudes can be learned,
they can also be changed.
Slide 1.90
Person – The individual is the central focus. Found amongst

artists, performers, barristers, architects.
Power – Power radiates out from the centre like a
spider’s web. Found in small entrepreneurial companies, family
dominated companies, etc.
Role – Found in bureaucracies where the main emphasis is
on compliance with rules and procedures.
Task – The emphasis is on completing the job or project.
Found in organisations which require teamwork, flexibility and
speed, such as advertising agencies.
Main cultures in the UK = Role and Task

Handy (1986)
Slide 1.91
 The Tough Guy, Macho culture, characterised by

individualism and risk-taking, e.g. a police force.
 The Work-Hard/Play-Hard culture, characterised by
low risks and quick feedback on performance, e.g.
McDonald’s.
 The Bet-Your-Company culture, characterised by
high risks and very long feedback time, e.g. aircraft
companies.
 The Process culture, characterised by low risks and
slow feedback, e.g. insurance companies.
Deal and Kennedy (1982)
Slide 1.92
 The Market, characterised by rational decision-making

and goal-orientated employees, e.g. GEC under Arnold
Weinstock.
 The Adhocracy, characterised by risk-orientated and
charismatic leaders and value-driven organisations, e.g.
Apple and Microsoft in their early days.
 The Clan, characterised by participation, consensus and
concern for others, e.g. voluntary organisations.
 The Hierarchy, characterised by hierarchical, rule-based
authority that values stability and risk avoidance, e.g.
government bureaucracies.
Quinn and McGrath (1985)
Slide 1.93
 Constructive cultures. Cultures in which members are

encouraged to interact with others and approach tasks in
ways that will help them to meet their higher-order satisfaction
needs (includes Achievement, Self-Actualization, Humanistic-
Encouraging and Affiliative cultures).
 Passive/Defensive cultures. Cultures in which members
believe that they must interact with people in defensive ways
that will not threaten their own security (includes Approval,
Conventional, Dependent and Avoidance cultures).
 Aggressive/Defensive cultures. Cultures in which members
are expected to approach tasks in forceful ways to protect
their status and security (includes Oppositional, Power,
Competitive and Perfectionist cultures).
(Jones et al, 2006: 18)
Slide 1.94
 Scandinavia (primarily Denmark, Sweden and Norway):

these cultures are based upon values of collectivity,
consensus and decentralisation.
 West Germany (prior to unification), Switzerland and
Austria: these are grouped together largely as valuing
efficiency – the well-oiled machine – and seeking to
reduce uncertainty.
 Great Britain, Canada, the USA, New Zealand, Australia
and the Netherlands: these lie somewhere between 1
and 2 but cluster on the value they place on strong
individuals and achievers in society.
 Japan, France, Belgium, Spain and Italy: these are
clustered on bureaucratic tendencies – the pyramid
structure – favouring a large power distance.
Slide 1.95
Step 1 Change recruitment, selection and redundancy policies to alter

the composition of the workforce so that promotion and employment
prospects are dependent on those concerned possessing or displaying
the beliefs and values the organisation wishes to promote.
Step 2 Reorganise the workforce to ensure that those employees and

managers displaying the required traits occupy positions of influence.
Step 3 Effectively communicate the new values. This is done using a

variety of methods such as one-to-one interviews, briefing groups,
quality circles, house journals, etc. However, the example of senior
managers exhibiting the new beliefs and values is seen as particularly
important.
Step 4 Change systems, procedures and personnel policies, especially

those concerned with rewards and appraisal.
Dobson (1988)
Slide 1.96
1. Formulate a clear strategic vision.

2. Display top-management commitment.
3. Model culture change at the highest level.
4. Modify the organisation to support
organisational changes.
5. Select and socialise newcomers and terminate
deviants.
6. Develop ethical and legal sensitivity.
(Cummings and Worley, 2001: 509 – 511)
Slide 1.97
 The integration perspective: This portrays a strong or desirable

culture as one where there is organisation-wide consensus and
consistency.
 The differentiation perspective: This emphasises that rather than

consensus being organisation-wide, it only occurs within the boundaries
of a subculture. At the organisational level, differentiated subcultures
may co-exist in harmony, conflict or indifference to each other.
 The fragmentation perspective: This approach views ambiguity as the

norm, with consensus and dissension co-existing in a constantly
fluctuating pattern influenced by events and specific areas of decision-
making (e.g. Frost et al, 1991). Rather than the clear unity of the
integration perspective, or the clear conflicts of the differentiation
viewpoint, fragmentation focuses on that which is unclear.
(Wilson, 2001: 357)
Slide 1.98
Figure 5.1 The major elements of culture

Source: From CUMMINGS/WORLEY. Powerpoint® (IRCD only) for Cummings/Worley’s Organization Development and Change, 9 th, 9E. © 2009 South Western, a part of Cengage
Learning, Inc. Reproduced by permission. www. cengage.com/permissions
Slide 1.99
Figure 5.2 A structure–culture continuum
Slide 1.100
Figure 5.3 A structure–culture–environment continuum
Slide 1.101
Figure 5.4 A structure–culture mismatch
Slide 1.102
 Optimists – culture can be changed, e.g. Peters

and Waterman (1982).
 Pessimist – culture cannot be changed, e.g.

Hatch (1997)
 Realists – parts of culture can be changed, e.g.
Meek 1988).
Ogbonna and Harris (2002)
Slide 1.103
Warning
Culture as a whole cannot be manipulated, turned on or off,

although it needs to be recognised that some
[organisations] are in a better position than others to
intentionally influence aspects of it.... culture should be
regarded as something an organisation ‘is’, not
something it ‘has’: it is not an independent variable nor
can it be created, discovered or destroyed by the whims
of management.
(Meek, 1988:469–
470)
Slide 1.104
Criticisms
• Strong cultures can make organisations resistant to

certain types of change.
• Strong cultures may only suit organisations at
certain stages in their development.
• Can bring short-term benefits but may also bring
long-term stagnation and decline.
• Organisations also have sub-cultures.
• Timescale for changing culture: 6 to 15 years.
• Ethics: should we seek to control or manipulate
people’s emotions?
• Culture cannot be controlled.
Slide 1.105
Culture
Conclusions
• There is no clear agreement about the nature or the
malleability of culture.
• Managers must make choices based on their own
circumstances and perceived options.
• Without strong or appropriate cultures, managers
may find it difficult to agree among themselves or
gain compliance from others. In such situations,
there is a tendency for conflict and power battles to
occur.
Slide 1.106
Power and politics
It is difficult to think of situations in which goals are so

congruent, or the facts so clear-cut that judgment and
compromise are not involved. What is rational from
one point of view is irrational from another
Organizations are political systems, coalitions of
interests, and rationality is defined only with respect to
unitary and consistent ordering of preferences.
(Pfeffer, 1978 : 11–12)
Slide 1.107
What is power?
... we defined authority as the right to act, or command

others to act, toward the attainment of organizational
goals. Its unique characteristic, we said, was that this
right had legitimacy based on the authority figure’s
position in the organization. Authority goes with the
job.... When we use the term power we mean an
individual’s capacity to influence decisions.. .the ability
to influence based on an individual’s legitimate
position can affect decisions, but one does not require
authority to have such influence.
(Robbins, 1987 : 186)
Slide 1.108
What is politics?
[Politics is the] ... efforts of organizational members to

mobilize support for or against policies, rules, goals, or
other decisions in which the outcome will have some
effect on them. Politics, therefore, is essentially the
exercise of power.
(Robbins, 1987 : 194)
Slide 1.109
Some definitions
• Authority:
– The right to act.
• Power:
– The capacity to influence decisions.
• Politics:
– The exercise of power.
Slide 1.110
Definitions (Continued)
• Politics:
– The exercise of power.
• Legitimate use of politics:
– The exercise of power by those entitled to in the
interests of the organisation.
• Illegitimate use of politics:
– The exercise of power in pursuit of personal interests
or by those not entitled to.
Slide 1.111
The political view of organisations
… a political view can explain much of, what

may seem to be, irrational behaviour in
organizations. It can help to explain, for
instance, why employees withhold information,
restrict output, attempt to ‘build empires’ ...
(Robbins, 1986: 283)
Slide 1.112
The conditions for political

behaviour
…virtually all [writers] agree that for politics to occur,
certain conditions must exist. There must be two or
more parties (individuals, groups or large entities),
some form of interdependence between the parties,
and a perception on the part of at least one of the
parties that divergent interests exist between them
such that there is, or may potentially arise, conflict
between the parties. Once these conditions exist, the
subsequent actions of the parties involved will be
deemed ‘political.’
(Bradshaw-Camball and Murray, 1991: 380)
Slide 1.113
Political ploys
• Reason – facts and information are used selectively to mount

seemingly logical or rational arguments.
• Friendliness – the use of flattery, creation of goodwill, etc., prior to
making a request.
• Coalition – joining forces with others so as to increase one’s own
influence.
• Bargaining – exchanging benefits and favours in order to achieve a
particular outcome.
• Assertiveness – being forceful in making requests and demanding
compliance.
• Higher authority – gaining the support of superiors for a particular
course of action.
• Sanctions – using the promise of rewards or the threat of punishment
to force compliance.
Kipnis et al (1980, 1984), Schilit and Locke (1982)
Slide 1.114
Using power and politics
• Decide what your goals are, what you are trying to accomplish.
• Diagnose patterns of dependence and interdependence; what
individuals are influential and important in your achieving your goal?
• What are their points of view likely to be? How will they feel about
what you are trying to do?
• What are their power bases? Which of them is more influential in the
decision?
• What are your bases of power and influence? What bases of
influence can you develop to gain more control over the situation?
• Which of the various strategies and tactics for exercising power
seem most appropriate and are likely to be effective, given the
situation you confront?
• Based on the above, choose a course of action to get something
done.
(Pfeffer, 1992: 29)
Slide 1.115
The four main types of power
1. Coercive power – the threat of negative consequences

(including physical sanctions or force) should compliance
not be forthcoming.
2. Remunerative power – the promise of material rewards
as inducements to cooperate.
3. Normative power – the allocation and manipulation of
symbolic rewards, such as status symbols, as
inducements to obey.
4. Knowledge power – the control of information.
Etzioni (1975), Robbins (1986)
Slide 1.116
 For influencing up (managers) – the use of

reason.
 For influencing across (co-workers) – the use of
friendliness.
 For influencing down (subordinates) – the use of
reason.
Huczynski and Buchanan (2001)
Slide 1.117
Power tactics
• Image building – action that enhances a person’s standing,

such as backing the ‘right’ causes.
• Selective information – withhold unfavourable information
from superiors.
• Scapegoating – blame someone else.
• Formal alliances – form or join a coalition of the strong.
• Networking – make friends with those in power.
• Compromise – be prepared to give in on unimportant issues in
order to win on the important ones.
• Rule manipulation – interpret rules selectively to favour
friends and thwart opponents.
• Other tactics – if all else fails, use dirty tricks such as
coercion, undermining the expertise of others, playing one
group off against another, and get others to ‘fire the bullet’.
(Buchanan and Badham, 1999: 27–29)
Slide 1.118
Political behaviour
• Minimised when there is:

– Stability
– Agreement about goals
– Openness.
• Maximised when there is:
– Uncertainty
– Conflict over goals
– Secrecy.
Slide 1.119
Organisational change
• Can:
– Create instability
– Challenge culture
– Threaten existing power relations
– Promote political behaviour.
• But it can also:
– Restore stability
– Recreate or support culture
– Maintain existing power relations
– Reduce conflict.
• It depends on the context.
Slide 1.120
Slide 1.121
Strategy is concerned with decision-making.

Decisions about:
 The Past
 The Present
 The Future.
Slide 1.122
Strategy is concerned with coping with change:

 Sit back
 React
 Anticipate.
Slide 1.123
 Ansoff
◦ Focus on the external environment
◦ Product-market mix.
 Chandler
◦ Determination of long-range business goals
◦ The courses of action necessary to achieve these.
Slide 1.124
Figure 6.1 Product–market mix
Slide 1.125
Figure 6.2 SWOT analysis
Slide 1.126
Strategy:
 Concerns the full scope of the organisation’s
activities.
 Is the process of matching the organisation’s
activities to its environment.
 Is the process of matching its activities to its
resource capability.
 Has major resource implications.
 Affects operational decisions.
 Is affected by the values and beliefs of those who
have power in the organisation.
 Affects the long-term direction of the organisation.
Slide 1.127
Strategic management
Strategic management is concerned with complexity

arising out of ambiguous and non-routine situations with
organisation-wide rather than operations-specific
implications. … Nor is strategic management concerned
only with taking decisions about major issues facing the
organisation. It is also concerned with ensuring that the
strategy is put into effect. It can be thought of as having
three elements within it … understanding the strategic
position of an organisation, strategic choices for the
future and turning strategy into action.
(Johnson and Scholes, 2002: 15–16)
Slide 1.128
Five definitions:
 Plan – Intended actions
 Ploy – Manoeuvre
 Pattern – Consistent trend of behaviour
 Position – Avoiding competition
 Perspective – Common view.
Slide 1.129
Johnson’s three basic

views of strategy
1. The rationalistic view – which sees strategy as the
outcome of a series of preplanned actions designed to
achieve the stated goals of an organisation in an
optimal fashion.
2. The adaptive or incremental view – which sees
strategy evolving through an accumulation of relatively
small changes over time.
3. The interpretative view – which sees strategy as the
product of individual and collective attempts to make
sense of, i.e. interpret, past events.
Johnson (1987)
Slide 1.130
 The ‘objective conditions’ for success. Though each

firm within a sector may pursue a different strategy,
these will all tend to focus on or be determined by similar
success factors such as customer satisfaction, quality,
profitability, etc.
 The prevailing managerial consensus. ‘… at least
within well-established sectors, the senior managers of
constituent firms hold very similar constructs of the
sector’s operational dynamics which effectively furnish
the rules of the game for the sector’.
 The collaborative networks operating in the sector.
‘… a sector does not only consist of product competitors;
it is also a network of potential and actual collaborators’.
Such collaborations may be with customers, suppliers,
outside experts or even competitors.
(Child and Smith, 1987: 566–569)
Slide 1.131
 Organisations as machines
 Organisations as organisms
 Organisations as brains
 Organisations as cultures
 Organisations as political systems
 Organisations as psychic prisons
 Organisations as flux and transformations
 Organisations as instruments of domination
Morgan (1986)
Slide 1.132
 Prescriptive:
◦ Ansoff
◦ Chandler
◦ Porter.
 Analytical:
◦ Mintzberg
◦ Pettigrew
◦ Child and Smith
◦ Stacey
◦ Hamel and Prahalad.
Slide 1.133
 Firstly, the proponents set out deliberately to address the needs

of industry and commerce by providing them with a blueprint for
strategy formulation and implementation.
 Secondly, they interacted closely with a number of leading
consultants, notably the Boston Consultancy Group, and
business schools, notably Harvard, to promote their work and
tailor it to the needs of organisations. By reinforcing and
promoting each other, this triple alliance of researchers,
consultants and educators created an iron orthodoxy that
organisations, especially large ones, felt they ignored at their
peril.
 Lastly, because all three groups in this triple alliance were in
effect engaged in a business activity, selling strategy as a
product, they were able to invest in promoting and developing
their product in a way that others were not.
Slide 1.134
Criticisms of the Prescriptive

approach to strategy
• Hard data are no more reliable, and in some cases
less so, than qualitative data.
• Organisations and managers are not rational entities

and do not apply a rational approach to decision-
making.
• An organisation’s strategy is as likely to emerge from

unplanned actions and their unintended
consequences over a period of time as it is from any
deliberate process of planning and implementation.
To observe [as the proponents of Analytical
stream of strategy do] that organizations are
complex, that change is inevitably incremental,
and that strategy is inevitably adaptive, however
true, helps very little in deciding what to do.
Managers wish to be told of a process which they
can at least partially control and, whatever its
weaknesses, that is what rationalist [Prescriptive]
strategy appears to offer.
(Kay, 1993:357)
Slide 1.136
Deliberate strategy focuses on control – making sure that

managerial intentions are realized in action – while
emergent strategy emphasizes learning – coming to
understand through the taking of actions what those
intentions should be in the first place. ... The concept of
emergent strategy ... opens the door to strategic
learning, because it acknowledges the organization’s
capacity to experiment. A single action can be taken,
feedback can be received, and the process can continue
until the organization converges on the pattern that
becomes its strategy.
(Mintzberg et al, 1998a: 189–190)
Slide 1.137
Umbrella strategies
[Some organisations pursue] ... umbrella

strategies: the broad outlines are deliberate while
the details are allowed to emerge within them.
Thus emergent strategies are not bad and
deliberate ones good; effective strategies mix
these characteristics in ways that reflect the
conditions at hand, notably the ability to predict
as well as the need to react to unexpected
events.
(Mintzberg, 1994: 25)
Slide 1.138
 The Classical approach: based on analysis and

quantification.
 The Evolutionary approach: organisations are at the
mercy of the unpredictable and hostile vagaries of the
market.
 The Processual approach: organisations are shifting
coalitions with different interests. Markets are
capricious and imperfect.
 The Systemic approach: strategy can be a deliberate
process but only if the conditions within the host
society are favourable.
Slide 1.139
Figure 6.3 Emergent strategy

Source: Adapted with permission from Mintzberg, H., Patterns in Strategy Formation, Management Science, 24(9), (1978). Copyright 1978, the Institute for Operations Research and the
Management Sciences , 7240 Parkway Drive, Suite 300, Hanover, Maryland 21076
Slide 1.140
Figure 6.4 Constraints on managerial choice
Slide 1.141
But choice is constrained by

 National objectives, practices and cultures:
◦ GM and USA
◦ Japan and Toyota.
 Industry and sector norms:
◦ Cars – Lean Production
◦ Agriculture – State Intervention.
Slide 1.142
 Business environment:
◦ Stable
◦ Dynamic.
 Organisational characteristics:
◦ Structure
◦ Culture
◦ Politics
◦ Managerial style.
... quite simply means that different sorts of internal
arrangements are perfectly compatible with identical
contextual or environmental states. The principle goes
against the idea of a quasi-ideal ‘match’ which is
inherent in the principle of correspondence. Whereas
correspondence [i.e. Contingency] theory suggests
that rigid and bureaucratic structures are not a good
match for volatile and shifting product markets,
equifinality theorists claim that it may very well turn out
to be a good match but only if the level and diversity of
the workforce is large and organization culture
produces motivated and flexible actors.
(Sorge, 1997: 13)
Slide 1.144
Constraints can be manipulated.
Slide 1.145
Slide 1.146
Slide 1.147
 The Competitive Forces model

◦Cost leadership
◦Product differentiation
◦Specialisation by focus.
 The Strategic Conflict model

◦Out-manoeuvre the opposition
◦Manipulate the market.
 The Resource-Based model

◦Firm-specific resources
◦Distinctive competences
◦Serendipity.
Slide 1.148
 This model portrays competition as war between rival firms. Its

proponents tend draw on the work of military strategists such
as von Clausewitz and Sun Tzu.
 It stresses the dynamic nature of strategy and the need to
respond to competitors who do not always behave as
anticipated.
 Central to this approach is the view that a firm can achieve
increased profits by influencing the actions and behaviour of its
rivals and thus, in effect, manipulate the market environment.
 This can be done in a number of ways, such as by investment
in capacity, R&D and advertising.
 However, such moves will have little impact if they can be
easily undone; therefore, to be effective, they require
irreversible commitment.
• The focus of the resource-based model of competitive
advantage is on the relationship between an organisation’s
resources and its performance.
• The resource-based view sees above-average profitability

as coming from the effective deployment of superior or
unique resources that allow firms to have lower costs or
better products, rather than from tactical manoeuvring or
product market positioning.
• Such resources include tangible assets, such as plant and

equipment; intangible assets, such as patents and brands;
and capabilities, such as the skills, knowledge and
aptitudes of individuals and groups.
Slide 1.150
 All strategies have weaknesses as well as

strengths.
 They tend to be situation-specific.
 Managers need to be familiar with the available
range of strategies and tools.
 They should use the ones best suited to their
circumstances.
 Strategies need necessarily be mutually
exclusive.
 They may be interchangeable and/or
complementary.
Slide 1.151
 Corporate
 Business
 Functional.
Slide 1.152
 The corporate level. Strategy at this level concerns the

direction, composition and co-ordination of the various
businesses and activities that comprise a large and
diversified organisation, such as Rupert Murdoch’s News
International or Richard Branson’s Virgin empire.
 The business level. Strategy at this level relates to the

operation and direction of each of the individual
businesses within a group of companies.
 The functional level. Strategy at this level concerns

individual business functions and processes such as
finance, marketing, manufacturing, technology and
human resources.
Slide 1.153
 Corporate strategy is concerned with questions such as:

◦ What is the mission of the organisation?
◦ What are its unique attributes?
◦ How should the business portfolio be managed?
◦ Which existing businesses should be disposed of and which new
ones acquired?
◦ What priority and role should be given to each of the businesses in
the current portfolio?
 The central strategic concerns at the individual business
level are:
◦ How should the firm position itself to compete in distinct, identifiable
and strategically relevant markets?
◦ Which types of products should it offer to which groups of
customers?
◦ How should the firm structure and manage the internal aspects of
the business in support of its chosen competitive approach?
Slide 1.154
 Functional level strategy concerns itself with the

following issues:
◦ How can the strategies formulated at the corporate and
business levels be translated into concrete operational terms
in such a way that the individual organisational functions and
processes (marketing, R&D, manufacturing, personnel,
finance, etc.) can pursue and achieve them?
◦ How should the individual functions and processes of the
business organise themselves in order not only to achieve
their own aims, but also to ensure that they integrate with the
rest of the business to create synergy?
Slide 1.155
 Stability strategy
 Growth strategy
 Portfolio extension
 Retrenchment strategy
 Harvesting strategy
 Combination strategy.
... the mission of the business, the
attractiveness of the industry in which the
business belongs, and the competitive position
of the business unit within the industry. These
are the inputs that determine the strategic
agenda of a business and lead to the
formulation and implementation of its strategy.
(Hax and Majluf, 1996: 46)
Slide 1.157
This has often been neglected by Western organisations

because of:
 The concentration at both the corporate and business levels on
the external world, i.e. the market, led to a lack of interest in the
internal operation of organisations. The assumption was that
the internal world was malleable, and could and should adjust
to the priorities set by corporate and business strategists.
 The key elements of functional level strategy, especially
concerning finance, marketing, R&D and technology, were in
effect determined and constrained by corporate strategists.
Indeed, in many organisations, even the human resource
strategy was determined at the corporate level.
 Even though the 1980s saw a renewed interest in functional-
level strategy, this tended to be one-sided, stressing soft,
personnel-type issues.
Slide 1.158
 Defenders. These seek internal stability and efficiency by

producing only a limited set of products, directed at a
narrow but relatively stable segment of the overall market,
which they defend aggressively. Such organisations are
characterised by tight control, extensive division of labour
and a high degree of formalisation and centralisation.
 Prospectors. These are almost the opposite of defenders.

They aim for internal flexibility in order to develop and
exploit new products and markets. To operate effectively in
a dynamic environment they have a loose structure, low
division of labour and formalisation, and a high degree of
decentralisation.
Miles and Snow (1978)
Slide 1.159
 Analysers. These types of organisation seek to capitalise

on the best of both the preceding types. They aim to
minimise risk and maximise profit. They move into new
markets only after viability has been proved by
prospectors. Their internal arrangements are
characterised by moderately centralised control; with tight
control over current activities but looser controls over new
undertakings.
 Reactors. This is a residual strategy. These types of

organisation exhibit inconsistent and unstable patterns
caused by pursuing one of the other three strategies
erratically. In general, reactors respond inappropriately,
perform poorly, and lack the confidence to commit
themselves fully to a specific strategy for the future.
Miles and Snow (1978)
Slide 1.160
Examples
 Prescriptive
◦ Growth-Share Matrix
 Analytical
◦ Scenario/Vision Building.
Slide 1.161
Figure 7.3 BCG Growth-Share Matrix
Slide 1.162
Main external and internal factors of matrices (adapted from Hax and
Figure 7.4
Majluf, 1996: 302)
Slide 1.163
What is a scenario?
A scenario is ‘… a detailed and plausible

view of how the business environment of an
organisation might develop in the future
based on groupings of key environmental
influences and drivers of change about which
there is a high level of uncertainty’.
(Johnson and Scholes, 2002: 107)
Slide 1.164
Compelling visions have two components:

 A core ideology which describes the
organisation’s core values and purpose; and

 A strong and bold vision of the organisation’s
future which identifies specific goals and

changes.
Collins and Porras (1997)
Slide 1.165
 The conception by a company’s senior

management team of an ‘ideal’ future state for
their organisation.
 The identification of the organisation’s mission, its
rationale for existence.

 A clear statement of desired outcomes and the
desired conditions and competences needed to

achieve these.
Slide 1.166
 They are prone to subjectivity and bias. The fact that

any five management specialists can interpret the
same situation in totally different ways is an oft-
quoted example of this type of criticism.
 They can encourage retrospection. People’s ideas of
the future are informed by their knowledge and
experience of the past. Since experience is not
always the best teacher, scenarios and visions may
be based on false assumptions.
 Participants can be strongly influenced in their
preference of scenario by their own sectional and
personal interests.
Slide 1.167
 The process cannot be carried out by novices and

can, therefore, be time-consuming and expensive in
terms of senior management time and outside
experts.
 There is much debate about how many scenarios to
construct and how they should be used.
 The more radical the vision or scenario, the more
difficult it will be to get managers and others to
commit to it.
 Visions often require strong visionary leaders, which
are in short supply.
Slide 1.168
Strategy:
 Is a rational/economic process
 Matches products to markets
 Uses mathematical models of trends
 Is top-down
 Consists of detailed plans
 Drives change.
Slide 1.169
Strategy
 Is a rational and a social process
 Emerges from the continual stream of choices
organisations make on a day-to-day basis

 Is bottom-up and top-down
 Choice is constrained by structure, resources,
culture and vision

 Emerges from change.
Slide 1.170
... umbrella strategies: the broad outlines are

deliberate while the details are allowed to emerge
within them. Thus emergent strategies are not
bad and deliberate ones good; effective
strategies mix these characteristics in ways that
reflect the conditions at hand, notably the ability
to predict as well as the need to react to
unexpected events.
(Mintzberg, 1994: 25)
Slide 1.171
Slide 1.172
Two dominant approaches

 The Planned Approach – 1940s
 The Emergent Approach – 1980s.
Slide 1.173
Three schools of thought

 The Individual Perspective School
 The Group Dynamics School
 The Open Systems School.
Slide 1.174
Kurt Lewin
There is little question that the intellectual
father of contemporary theories of applied
behavioral science, action research and
planned change is Kurt Lewin. His seminal
work on leadership style and the experiments
on planned change which took place in World
War II in an effort to change consumer
behaviour launched a whole generation of
research in group dynamics and the
implementation of change programs.
(Schein, 1988: 239)
Slide 1.176
 The resolution of social conflict

 The problems of minority or disadvantaged
groups
 A strong belief that only the permeation of
democratic values into all facets of society
could prevent the worst extremes of social
conflict.
Slide 1.177
 Field Theory
 Group Dynamics
 Action Research
 The Three-Step model.
Slide 1.178
Figure 8.1 Force Field analysis
Slide 1.179
… the word ‘dynamics’ … comes from a Greek

word meaning force. … ‘group dynamics’
refers to the forces operating in groups. … it
is a study of these forces: what gives rise to
them, what conditions modify them, what
consequences they have, etc.
(Cartwright, 1951: 382)
Slide 1.180
Figure 8.2 Action Research
Slide 1.181
 Unfreezing (create dissatisfaction)

 Moving (implementation)
 Refreezing (stabilisation).
Slide 1.182
Figure 8.3 Lewin’s Three-Step model of change
Slide 1.183
Figure 8.4 The Coping Cycle
Slide 1.184
Figure 8.5 Three-Step model and the Coping Cycle
Slide 1.185
 Stage 1 – Denial: When faced with the need to make or

accept significant changes, the first reaction by many
people or groups is to deny there is a need for change.
 Stage 2 – Defence: Once people realise that change is
taking place and they cannot stop it, they may feel
rejected and depressed. This can turn into defensive
behaviour whereby people will defend their past practices
and behaviours and deny that the new ways are suitable
to them and their jobs.
 Stage 3 – Discarding: If people realise that the change
will take place whether they like it or not, and that it does
affect them and that they need to adjust to the new
situation, they begin the process of discarding past
behaviour – recognising that what was suitable in the past
is no longer suitable for the current situation.
Slide 1.186
 Stage 4 – Adaptation: No proposed change is ever likely

to be 100% suitable at the outset. Therefore, for change to
be successful, not only must those affected by it adapt to
the new ways, but the new ways must also be adapted to
fit in with the existing people and circumstances.
 Stage 5 – Internalisation: The is the stage of the Coping
Cycle where change becomes fully operational, and new
ways of working and behaving have been developed.
People reach the point where, psychologically, they see
the changes not as new but as normal – they way things
should be.
Slide 1.187
 The standard-bearer for Planned change

 It is an industry
 It regulates itself
 It has its own qualifications
 It has approved tools and techniques.
Slide 1.188
Organization development is a unique organizational

improvement strategy that... has evolved into an
integrated framework of theories and practices
capable of solving or helping to solve most of the
important problems confronting the human side of
organizations. Organization development is about
people and organizations and people in organizations
and how they function. OD is also about planned
change, that is getting individuals, teams and
organizations to function better.
(French and Bell, 1995: 1–2)
Slide 1.189
 The needs and aspirations of human beings

provide the prime reasons for the existence of
organisations within society.
 Organisational prioritisation is a legitimate part
of organisational culture.
 Change agents are committed to increased
organisational effectiveness.
 OD places a high value on the democratisation
of organisations through power equalisation.
Slide 1.190
 Empowering employees to act

 Creating openness in communications
 Facilitating ownership of the change process
and its outcomes
 The promotion of a culture of collaboration
 The promotion of continuous learning.
Hurley et al (1992)
•Flag 1: Putting the individual before the organization. The obsession
of OD with individual behavior change caused less focus on the formal
organization — its strategy, structure, controls, and so on.
•Flag 2: Informal before formal organization. There was also an
overemphasis on interpersonal values (e.g., openness, trust, etc,
hierarchy, and accountability). Again, an opportunity was missed to
produce a wider impact.
•Flag 3: Behavior before diagnosis. OD was preoccupied with
behavior change along the lines of OD’s core values, not on
diagnosing whether the existing behaviour was compatible with the
strategic thrust or culture of the organization.
•Flag 4: Process before task. With its emphasis on how one person
should relate to others, OD became enamored with the human
dynamics of working together, assuming that team building was the
preferred alternative.
(Greiner and Cummings, 2004: 378–379)
•Flag5: Experts before the manager. OD programs were designed
and conducted by expert consultants. NTL had become an elitist
organization of trained experts.
•Flag 6: Package before the situation. Potential clients for OD
activities usually preferred packaged change programs — formal
activities that were structured, tangible, and easy to explain to
employees. The unfortunate result was that organizations were
frequently shoehorned to fit the OD program’s characteristics rather
than customizing the program to fit the uniqueness of the client
organization.
(Greiner and Cummings, 2004: 378–379)
• OD has adopted an Open Systems perspective which
allows it to look at organisations in their totality and
within their environments.
• This organisation-wide perspective caused OD

practitioners to broaden out their perspective in two
interrelated ways. Firstly, they developed an interest in
managing organisational culture. Secondly, they
developed an interest in organisational learning.
• OD practitioners have become involved in

transforming organisations in their totality rather than
only focusing on changes to their constituent parts.
Over the years, OD practitioners have sought to focus more
on organisational transformation initiatives and less on group
behaviour change. This has led to two fundamental
dilemmas.
Dilemma One: OD Expertise
The group behaviour focus is well-understood, accepted and
supported by tried and tested tools and techniques.The
organisational transformation focus is unclear, less
developed and more contentious.
Dilemma Two: OD Values
The group behaviour focus promotes humanistic and
democratic values through participative learning.The
organisational transformation focus is more autocratic, less
participative and less about individual and group learning.
Slide 1.195
 Moving an organisation from one stable state to

another
 Top-down
 Finite objectives
 Must be self-sustaining
 Is a collaborative process
 Is a cyclical process:
◦ Diagnosis
◦ Action
◦ Evaluation
◦ Further action
◦ Further evaluation.
Slide 1.196
 Assumes environmental stability

 Ignores power and politics
 Too reliant on managers
 Not applicable to situations that need rapid,
directive transformational change
 It is a ‘one best way’ approach
 Limited applicability.
Slide 1.197
 Incremental
 Punctuated Equilibrium
 Continuous Transformation.
Slide 1.198
Figure 8.6 Incremental change
Slide 1.199
Figure 8.7 Punctuated Equilibrium
Slide 1.200
Figure 8.8 Continuous Change
Slide 1.201
Slide 1.202
Slide 1.203
 Open-ended process
 Adjusting to changing external environment
 Bottom-up
 Unpredictable
 Cannot be pre-planned
 Learning process
 No universal rules.
The recurring story is one of autonomous
initiatives that bubble up internally; continuous
emergent change; steady learning from both
failure and success; strategy implementation
that is replaced by strategy making; the
appearance of innovations that are unplanned,
unforeseen and unexpected; and small actions
that have surprisingly large consequences.
(Weick, 2000: 225)
In this perspective, organizational transformation is not
portrayed as a drama staged by deliberate directors with
predefined scripts and choreographed moves, or the
inevitable outcome of a technological logic, or a sudden
discontinuity that fundamentally invalidates the status quo.
Rather, organizational transformation is seen here to be an
ongoing improvisation enacted by organizational actors
trying to make sense of and act coherently in the world. …
Each shift in practice creates the conditions for further
breakdowns, unanticipated outcomes, and innovations,
which in their turn are responded to with more variations.
And such variations are ongoing; there is no beginning or
end point in this change process.
(Orlikowski, 1996: 65–66)
… sensitivity to local contingencies; suitability for
on-line real-time experimentation, learning, and
sensemaking; comprehensibility and
manageability; likelihood of satisfying needs for
autonomy, control, and expression; proneness to
swift implementation; resistance to unravelling;
ability to exploit existing tacit knowledge; and
tightened and shortened feedback loops from
results to action.
(Weick, 2000: 227)
Slide 1.207
Successful change is less dependent on

detailed plans and projections than on
reaching an understanding of the complexity of
the issues concerned and identifying the range
of available options.
Pettigrew (1997)
Slide 1.208
The irreducible purpose of a processual analysis remains to

account for and explain the what, why and how of the links
between context, processes and outcomes. I would like to
conclude this statement of theory of method for conducting
processual research by reaffirming five internally consistent
guiding assumptions. They are:
1. embeddedness, studying processes across a number of levels of
analysis;
2. temporal interconnectedness, studying processes in past, present and
future time;
3. a role in explanation for context and action;
4. a search for holistic rather than linear explanations of process; and
5. a need to link process analysis to the location and explanation of
outcomes.
(Pettigrew, 1997: 340)
In managing these transitions practitioners need to be
aware of: the importance of power politics within
organizations as a determinant of the speed, direction
and character of change; the enabling and constraining
properties of the type and scale of change being
introduced; and the influence of the internal and
external context on the pathways and outcomes of
change on new work arrangement.
(Dawson, 1994: 180–182)

•Principle One: Organizations are organisms. They are not mechanisms which can be
taken apart and reassembled differently as required. They can be changed, but the change
must be approached carefully with the implications for the various groupings thought out and
the participants convinced of the worthwhileness of their point of view.
•Principle Two: Organizations are political and occupational systems as well as rational
resource allocation ones. Every reaction to a change proposal must be interpreted not only
in terms of rational arguments of what is best for the firm … The reaction must also be
understood in relation to the occupational system … and the political system (how will it
affect the power, status, prestige of the group?).
•Principle Three: All members of an organization operate simultaneously in all three
systems – the rational, the occupational and the political ones. Do not make the mistake of
becoming cynical and thinking that the occupational and the political aspects are all that
matter, and that rational arguments are merely rationalizations to defend a particular
position.
•PrincipleFour: Change is most likely to be acceptable and effective in those people or
departments who are successful in their tasks but who are experiencing tensions or failure in
some particular part of their work. … They will have the two basic ingredients [for successful
change] of confidence in their ability and motivation to change.
(Pugh, 1993: 109–110)
•Decision-making: this includes intuition and vision, the ability to
gather and utilise information, understanding the practical and political
consequences of decisions, the ability to overcome resistance, the
skill to understand and synthesise conflicting views and to be able to
empathise with different groups.
•Coalition-building: this comprises the skills necessary to gain the
support and resources necessary to implement decisions. These
include checking the feasibility of ideas, gaining supporters,
bargaining with other stakeholders and presenting new ideas and
concepts in a way that wins support.
•Achieving action: this includes handling opposition, motivating
people, providing support and building self-esteem.
•Maintaining momentum and effort: this involves team-building,
generating ownership, sharing information and problems, providing
feedback, trusting people and energising staff.
(Carnall, 2003: 125–126)
… context and action are inseparable.
(Pettigrew, 2000: 243)
Leadership [of change] requires action appropriate to its context.

(Pettigrew and Whipp, 1991: 165)
A system has an identity that sets it apart from its environment and is
capable of preserving that identity within a given range of environmental
scenarios. Systems exist within a hierarchy of other systems. They
contain subsystems and exist within some wider system. All are
interconnected ...
(Stickland, 1998: 14)
... while the primary stimulus for change remains those forces in the
external environment, the primary motivator for how change is
accomplished resides with the people within the organization.
(Benjamin and Mabey, 1993: 181)
Slide 1.213
Figure 9.2 The determinants of successful change
•Step 1: Ensure or develop the support of key power
groups.
•Step 2: Use leader behaviour to generate support for the
proposed change.
•Step3: Use symbols and language to encourage and
show support for the change.
•Step 4: Build in stability by using power to ensure that
some things remain the same.
Senior (2002)
1. Environmental assessment – organisations, at all levels, need to develop
the ability to collect and utilise information about their external and internal
environments.
2. Leading change – this requires the creation of a positive climate for change,
the identification of future directions and the linking together of action by
people at all levels in the organisation.
3. Linking strategic and operational change – this is a two-way process of
ensuring that intentional strategic decisions lead to operational changes and
that emergent operational changes influence strategic decisions.
4. Human resources as assets and liabilities – just as the pool of knowledge,
skills and attitudes possessed by an organisation is crucial to its success, it
can also be a threat to the organisation’s success if the combination is
inappropriate or managed poorly.
5. Coherence of purpose – this concerns the need to ensure that the decisions
and actions that flow from the above four factors complement and reinforce
each other.
Pettigrew and Whipp (1993)
Slide 1.216
1. Analyse the organisation and its need for change.

2. Create a shared vision and a common direction.
3. Separate from the past.
4. Create a sense of urgency.
5. Support a strong leader role.
6. Line up political sponsorship.
7. Craft an implementation plan.
8. Develop enabling structures.
9. Communicate, involve people and be honest.
10. Reinforce and institutionalise change.
(Kanter et al, 1992: 382–383)
Slide 1.217
Error 1 Allowing too much complacency.

Error 2 Failing to create a sufficiently powerful guiding
coalition.
Error 3 Underestimating the power of vision.
Error 4 Undercommunicating the vision by a factor of 10 (or
100 or even 1000).
Error 5 Permitting obstacles to block the new vision.
Error 6 Failing to create short-term wins.
Error 7 Declaring victory too soon.
Error 8 Neglecting to anchor changes firmly in the corporate
culture.
Kotter (1996)
Slide 1.218
Step 1 Establishing a sense of urgency.

Step 2 Creating a guiding coalition.
Step 3 Developing a vision and strategy.
Step 4 Communicating the change vision.
Step 5 Empowering broad-based action.
Step 6 Generating short-term wins.
Step 7 Consolidating gains and producing more change.
Step 8 Anchoring new approaches in the culture.
Kotter (1996)
Slide 1.219
 Leadership models where change agents are senior managers

responsible for identifying and delivering
strategic/tranformational change.
 Management models where change agents are seen as middle-
level managers/functional specialists who have responsibility
for delivering or supporting specific elements of strategic
change programmes or projects.
 Consultancy models where change agents are external or
internal consultants who can be called on to operate at any
level.
 Team models where change agents are seen as teams that
operate at various levels in an organisation and which are
composed of the requisite managers, employees and
consultants necessary to accomplish the particular change
project set them.
Caldwell (2003)
Slide 1.220
 Change is a continuous process

 It involves experimentation, adaptation and risk
taking
 Incremental change leads to wholesale change
 Managers must foster a climate of learning and
experimentation
 Managers must create a collective vision for the
organisation
 The key organisational processes are:
◦ Information-gathering
◦ Communication
◦ Learning.
Slide 1.221
Criticisms
 ‘One best way’
 Assumes all organisations are the same
 Overfocused on power and politics
 Culture is treated as malleable
 Ignores managerial resistance
 Ignores choice.
Though both Planned and Emergent change
have important theoretical and practical
benefits, their dominance of the change
literature appears to have led to a neglect of
other approaches to change.
Slide 1.223
Slide 1.224
Slide 1.225
There is a long tradition in the social

sciences and in management and
organization theory of using bipolar modes of
thinking: dichotomies, paradoxes,
contradictions and dualities.... The duality of
planned versus emergent change has served
us well as an attention director but may well
now be ready for retirement.
(Pettigrew, 2000: 245–256)
Slide 1.226
Change is multi-disciplinary
As Stickland (1998: 14) remarks:
... the problem with studying change is that it

parades across many subject domains under
numerous guises, such as transformation,
development, metamorphosis, transmutation,
evolution, regeneration, innovation, revolution and
transition to name but a few.
Slide 1.227
 Smooth incremental, covering slow,

systematic, evolutionary change.
 Bumpy incremental, pertaining to periods
where the smooth flow of change
accelerates.
 Discontinuous change, which is similar to the
punctuated equilibrium model.
Senior (2002)
Slide 1.228
 Top-down systemic change aimed at transforming

the organisation.
 Piecemeal initiatives devised and implemented by
departments or sections in an unconnected fashion.
 Bargaining for change where a series of targets
are jointly agreed between managers and workers,
but are pursued in a piecemeal fashion.
 Systemic jointism where managers and workers
agree a total package of changes designed to
achieve organisational transformation.
Storey (2002)
Slide 1.229
Kanter et al (1992)
‘Bold Strokes’ and ‘Long Marches’
Beer and Nohria (2000)
‘Theory E’ and ‘Theory O’.
Slide 1.230
Turbulent times demand different responses in

varied circumstances. So managers and
consultants need a model of change that is
essentially a ‘situational’ or ‘contingency
model’, one that indicates how to vary change
strategies to achieve ‘optimum fit’ with the
changing environment.
(Dunphy and Stace,
1993: 905)
Slide 1.231
 Ignores environmental manipulation

 Ignores managerial choice
 Ignores the difficulty of changing structures,
cultures and managerial behaviour
 Assumes that survival depends on being the
best.
Slide 1.232
Figure 10.1 Varieties of change
Slide 1.233
Figure 10.2 Change continuum
Slide 1.234
Figure 10.3 Approaches to change
Slide 1.235
Figure 10.4 Speed and focus of change
Slide 1.236
Figure 10.5 A framework for change
Slide 1.237
 Theory 1 – The Depth of Intervention

 Theory 2 – Cognitive Dissonance
 Theory 3 – The Psychological Contract.
Slide 1.238
Summary
 There are many approaches to change
 All tend to be situation-specific
 Managers can influence situational
constraints
 Organisations can exercise choice in:
◦ What to change
◦ How to change it
◦ When to change.
Slide 1.239
Slide 1.240
Choice
 What to change
 When to change
 How to change
 Whether to change.
Slide 1.241
 The choice process – which is concerned with

the nature, scope and focus of organisational
decision-making.
 The trajectory process – which relates to an
organisation’s past and future direction and is
seen as the outcome of its vision, purpose and
future objectives.
 The change process – which covers approaches
to, mechanisms for achieving, and outcomes of
change.
Slide 1.242
Figure 11.1 The Choice Management–Change Management model
Slide 1.243
 Changing the rules

 Playing to the rules
 Ignoring the rules.
Slide 1.244
 Organisational Context
 Focus of choice
 Organisational Trajectory.
Slide 1.245
Figure 11.2 The choice process
Slide 1.246
Figure 11.3 Organisational trajectory

Source: Adapted with permission from Mintzberg, H., Patterns in Strategy Formation, Management Science, 24(9), (1978). Copyright 1978, The Institute for Operations Research and
the Management Sciences , 7240 Parkway Drive, Suite 300, Hanover, Maryland 21076
Slide 1.247
What is a SWOT analysis? What does it do?
SWOT stands for : A SWOT analysis enables

managers to identify the key
internal and external issues
Strengths (internal) they need to take into
Weaknesses (internal) account in order to
Opportunities (external) understand the context in
which the organisation
Threats (external) operates. Also, by identifying
key issues, it begins to focus
managers on the areas
where they need to make
choices, and helps to identify
some of the constraints and
risks involved.
Slide 1.248
What is the PESTEL What does it do?

Framework?
The PESTEL framework is a
PESTEL stands for: rigorous approach to identifying
and understanding the main
Political external environmental factors
Economic which affect an organisation. As
with the SWOT analysis, it also
Sociocultural plays a role in focus organisations
Technological on the choices open to them and
Environmental the constraints and risks involved
in these choices.
Legal
Slide 1.249
Slide 1.250
 Limited range of issues

◦ Short term
◦ Medium term
◦ Long term.
 Style
◦ Passive
◦ Reactive
◦ Proactive
◦ Co-ordinated
◦ Piecemeal.
The word hoshin can be broken into two parts. The
literal translation of ho is direction. The literal translation
of shin is needle, so the word hoshin could translate
into direction needle or the English equivalent of
compass.
The word kanri can also be broken into two parts. The
first part, kan, translates into control or channeling. The
second part, ri, translates into reason or logic.
Taken altogether, hoshin kanri means management
and control of the organization’s direction needle or
focus.
Total Quality Engineering Inc (2003)
Slide 1.252
Figure 11.4 Types of decision

Source: Adapted from Rollinson (2002: 254)
Slide 1.253
The organisation’s career path:

 Where it has been
 Where it is
 Where it wants to go.
Slide 1.254
 Vision
 Strategy
 Change.
Slide 1.255
Figure 11.5 The trajectory process
Slide 1.256
 Coherence
 Past Success
 Present Appropriateness
 Agreement on Future.
The four elements of a vision
1. Mission. This states the organisation’s major strategic purpose or
reason for existing. It can indicate such factors as products, markets
and core competencies.
2. Valued outcomes. Visions about desired futures often include
specific performance and human outcomes the organisation would
like to achieve. These can include types of behaviour and levels of
skill as well as more traditional outcomes such as turnover and profit.
3. Valued conditions. This element of creating a vision involves
specifying what the organisation should look like to achieve the
valued outcomes.
4. Mid-point goals. Mission and vision statements are by nature quite
general and usually need to be fleshed out by identifying more
concrete mid-point goals. These represent desirable organisational
conditions but lie between the current state and the desired future
state.
Cummings and Huse (1989)
Slide 1.258
 Objectives and outcomes

 Planning the change
 People.
Slide 1.259
Figure 11.6 The change process
Slide 1.260
 Vision/Strategy
 Current performance
 Opportunities
 Threats
Action: Assessment.
Slide 1.261
 Reasons
 Objectives
 Consequences
 Who to involve
 How to involve
 Timescale
 Resources.
Slide 1.262
 Senior manager
 Specialists
 Staff from areas concerned
 Change agent.
Slide 1.263
 Clarification
 Alternatives
 Data collection
 Data analysis
 Feedback
 Recommendation
 Decision:
– Yes / No / Maybe / Something else /
Somewhere else.
Slide 1.264
 Change Management Team

 Management Structures
 Activity Planning
 Commitment Planning
 Audits
 Post-Audits
 Training.
Slide 1.265
1. Relevance: activities are clearly linked to the

change goals and priorities.
2. Specificity: activities are clearly identified rather
than broadly generalized.
3. Integration: the parts are closely connected.
4. Chronology: there is a logical sequence of
events.
5. Adaptability: there are contingency plans for
adjusting to unexpected forces.
(Beckhard and Harris, 1987: 72)
Slide 1.266
 Let it happen – i.e. do not obstruct the change

 Help it happen – i.e. participate in the change
process
 Make it happen – i.e. drive the change.
Slide 1.267
A commitment plan is a strategy, described in a series of action

steps, devised to secure the support of those [individuals and
groups] which are vital to the change effort. The steps in
developing a commitment plan are:
 Identify target individuals or groups whose commitment is

necessary.
 Define the critical mass needed to ensure the effectiveness of
the change.
 Develop a plan for getting the commitment of the critical mass.
 Develop a monitoring system to assess the progress.
(Beckhard and Harris, 1987: 93)
Slide 1.268
 Creating a willingness to change
 Involving people
 Sustaining momentum.
Slide 1.269
• Awareness of the pressures for change

• Feedback on performance
– Publicise success
– Understand fears and concerns.
Slide 1.270
• Attraction
• Dissatisfaction
• You have to unlearn before you can learn.
Slide 1.271
•Communication
•Involvement in planning
•Involvement in implementation.
Slide 1.272
 Provide resources
 Support change agents
 Develop new competencies and skills
 Reinforce desired behaviour.
Slide 1.273
 Choice is constrained but it exists

 Change can open up choices
 Change can close off choices
 Change has to be managed
 Choice has to be managed.

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Slide 1.

The key themes

British employers based their attitude towards

tightly controlled and closely supervised.

therefore, the key to increased profits is to make

The Classical school

The Scientific–Rational approach

• Henri Fayol (1841–1925)

• Max Weber (1864–1920)

Three core concepts:

 Forecasting and planning – examining the future, deciding

Three forms of authority

The Classical school

The Classical school (Continued)

The Human Relations school

The Human Relations school

Mayo – Hawthorne Experiments

Barnard – Cooperative Systems

Figure 2.1 Maslow’s hierarchy of needs

McGregor’s Theory X and Theory Y

Bennis – The Death of Bureaucracy

 Job Design rejects the Tayloristic basis of job

needs and organisational objectives.

organisational performance go hand-in-hand.

The three main variants of

• Job enrichment – focuses on increasing

• Socio-technical Systems theory – technology

The Human Relations school

The Human Relations school

NOT ‘One Best Way’ for ALL

• Environmental uncertainty and dependence

Figure 2.2 The environment–structure continuum

Figure 2.3 Woodward’s technology–structure continuum

Figure 2.4 Perrow’s technology–structure continuum

Figure 2.5 The size–structure continuum

Figure 2.6 Matching structure to contingencies

Why does it matter?

Eight key attributes of excellent organisations

1. Bias for action

Kanter’s Post-entrepreneurial model

 Restructuring to find synergies

The world is changing, therefore, organisations

In future, organisations must be

• The Shamrock organisation

Organisations must promote

• Empirical evidence does not stand up

The Japanese approach

The Japanese approach (Continued)

Personnel policies (soft)

The Japanese approach (Continued)

The Japanese approach (Continued)

The Japanese approach (Continued)

The Japanese approach

The Japanese approach

Organisational learning (Continued)

• Organizational learning means the process of

Organisational learning (Continued)

Organisational learning (Continued)

 They are all ‘one best way’ approaches.

 The tendency to assume a unitary frame of reference.

 Fragmentation: the breaking up of established structures into

Source: (Berkeley Thomas, 2003: 214)

Table 4.1 Comparison of modernist and postmodernist organisational forms