Force Field Analysis
Forces
For
Change
E
q
u
i
l
i
b
r
i
u
m
Forces
Against
Change
Strong
No
Change
Discontinuous
Change
Sporadic
Change
Continuous
Change
Resistance
Forces
Weak
Weak
Strong
Change Forces
The Change Process
Unfreezing
Change
Refreezing
A System’s Model of Change
Structure
Technology
Strategy
People/Culture
Products
Magnitude of Change Efforts
Large System Interventions
Small Group Interventions
Person-focused Interventions
Overcoming Resistance to Change
Participation & Involvement
Education & Communication
Facilitation & Support
Negotiation & Agreement
Manipulation & Cooptation
Explicit & Implicit Coercion
How Companies “Manage” Change
Some don’t. They react after the fact
Some rely on “experts”
business schools
management consultants
gurus
Some build change into their orgs.
A Sampling of Management Techniques
T-groups
Decentralization
Matrix
Diversification
Managerial Grid
Job Enrichment
Zero Based Budgeting
Portfolio Mgmt.
Strategic Planning
Theory Z
Intrapreneuring
Corporate Culture
One Minute Manager
Restructuring
Competitive Advantage
Downsizing
TQM
Self-Managed Teams
The Learning Org.
3600 Feedback
Open Book Management
Knowledge Management
Org. Change & the Organizational Life Cycle
Entrepreneurial Collectivity Formalization Elaboration of
Stage
Stage
& Control
Structure Stage
Org Issue Birth
Growth
Maturity
Decline
Popular
Strategies
Concentration Horizontal Diversification Turnaround
in a niche
& Vertical Concentric
or
Integration Conglomerate Retrenchment
Likely
Structure
Entrepreneur Functional Decentralized Structural
dominated
Profit Centers Surgery
Innovation Invention
Focus
Survival,
Resource
acquisition
Product
Implementation Renewal
Enhancement
Growth
Efficiency &
Coordination
Restructuring
Downsizing
Organizational Development
An effort that is:
-planned
-organization-wide
-managed from the top
in order to
-increase org. effectiveness & health
through
-planned intervention
-using behavioral science knowledge
The OD Process
1. Identify the need for change
2. Selection of a change technique
3. Solicit top management support
4. Implement the change
5. Evaluation of the OD effort
3 Biggest Mistakes in OD
1. Poor diagnosis
2. Neglect to take a systems view
3. Little systematic evaluation