Transcript Chapter 3

Chapter 3
Why
Organizations
Change
McGraw-Hill/Irwin
Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.
Why Change?
Why Change?
Images of
Managing Change
External
Pressures
-Fashion
-Mandated
-Geopolitical
-Market decline
-Hypercompetition
-Reputation &
credibility
Role of the
Environment
Internal Pressures
-Growth
-Integration &
collaboration
-Identity
-New broom
-Power & political
• Change is a risky activity – many
organizational changes fail or do
not realize their intended
outcomes. This raises the
question: why is change is so
prevalent?
• Pressure to change comes from:
– External, environmental pressures
– Internal, organizational pressures
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Images of Managing Change
Why Change?
Images
Pressures for Change
Images of
Managing Change
Director
Change is a result of strategic pressures and controllable by
managers’ ability to direct the organization’s response
External
Pressures
Navigator
Strategic change is in response to internal and external
pressures. Multiple pressures facing managers will need to
be taken into account.
Caretaker
Managers have little control over the inevitable pressures on
the organization. Managers have little choice in the
organization’s actions.
Coach
Pressures for change are constant and result in the need to
develop and shape the organization’s capabilities to better
enhance organizational outcomes.
Interpreter
Pressures for change are internal and external and
managers need to understand and give meaning to these.
Nurturer
Pressures for change are large and small and the manager’s
role is to enhance the adaptive capacity of the organization.
-Fashion
-Mandated
-Geopolitical
-Market decline
-Hypercompetition
-Reputation &
credibility
Role of the
Environment
Internal Pressures
-Growth
-Integration &
collaboration
-Identity
-New broom
-Power & political
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Environmental Pressures
Why Change?
Images of
Managing Change
Pressure
Examples
Description
Boeing
Co.
Neo-institutionalism: mimetic
isomorphism. Managers imitate
practices associated with successful
organizations
Chevron
Texaco
Neo-institutionalism: coercive
isomorphism. An organization
changes through formally or
informally mandated requirements.
External
Pressures
-Fashion
-Mandated
-Geopolitical
-Market decline
-Hypercompetition
-Reputation &
credibility
Role of the
Environment
Internal Pressures
-Growth
-Integration &
collaboration
-Identity
-New broom
-Power & political
Fashion
pressures
Mandated
pressures
Geopolitica
l pressures
3M
Macroeconomic changes (or crises)
place pressure on organizations to
change the way they operate.
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Environmental Pressures
Why Change?
Images of
Managing Change
External
Pressures
-Fashion
-Mandated
-Geopolitical
-Market decline
-Hypercompetition
-Reputation &
credibility
Pressure
Examples
Description
Market
decline
pressures
AOL Time
Warner
When current markets begin to
decline there is pressure to find
newer, more viable markets.
Gateway
The highly intensified rate of
business – including shortened
product life cycles and rapid
responses by competitors –
produces pressure for change at
the organizational level.
Walt Disney
Company
In light of recent corporate
governance scandals, the
pressure to maintain a good
reputation and high level of
credibility has increased.
Hypercompetition
pressures
Role of the
Environment
Internal Pressures
-Growth
-Integration &
collaboration
-Identity
-New broom
-Power & political
Reputation
and credibility
pressures
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Debate: Role of the Environment
Why Change?
Images of
Managing Change
External
Pressures
-Fashion
-Mandated
-Geopolitical
-Market decline
-Hypercompetition
-Reputation &
credibility
Role of the
Environment
Internal Pressures
-Growth
-Integration &
collaboration
-Identity
-New broom
-Power & political
• Organizational learning vs. threat-rigidity
– whether external pressures facilitate or inhibit the
process of change.
• Environment as an objective entity vs. environment as
a cognitive construction
– The former treats the environment as an objective entity
to which managers must respond. The latter
emphasizes the centrality of managers’ interpretations
of environmental conditions as the key determinant of
behavior.
• Forces for change vs. forces for stability:
– External forces can vary; they either promote change or
promote stability.
• Bridging (adapting) vs buffering (shielding):
– These represent either strategies that can maintain
effectiveness by adapting parts of the organization to
changes happening in the outside environment
(bridging) or focusing on efficiency by avoiding change
through shielding parts of it from the effects of the
environment (buffering).
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Internal Pressures
Why Change?
Images of
Managing Change
External
Pressures
-Fashion
-Mandated
-Geopolitical
-Market decline
-Hypercompetition
-Reputation &
credibility
Pressure
Growth
pressures
Integration
and
collaboration
pressures
Examples
Description
Microsoft
Existing systems and processes in
an organization may no longer be
applicable when the size of the
organization increases.
EDS
Integration and creating
economies of scale can lead to
pressure for change in
organizations.
Forte
Hotel
A common organizational identity
and the unified commitment of
staff in different
areas/departments of an
organization can be difficult to
manage and may encourage
change.
Role of the
Environment
Internal Pressures
-Growth
-Integration &
collaboration
-Identity
-New broom
-Power & political
Identity
pressures
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Internal Pressures
Why Change?
Images of
Managing Change
Pressure
Examples
Description
New
broom
pressures
Bank of
America
Change at the senior
management level – particularly of
CEO - can often be a catalyst for
significant changes in an
organization.
Power and
political
pressures
Morgan
Stanley
Power relationships and
politicking can change internal
processes and decision making.
External
Pressures
-Fashion
-Mandated
-Geopolitical
-Market decline
-Hypercompetition
-Reputation &
credibility
Role of the
Environment
Internal Pressures
-Growth
-Integration &
collaboration
-Identity
-New broom
-Power & political
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