Transcript Organizational Change Part I

Organizational Change
Part I
Learning goals
Why is change so difficult?
What are some keys to organizational
change?
What is the role of management in
organizational change?
Developing strategies for change
We will be revisiting the readings. Its all
related.
Difficulty of Change
•
•
•
•
Soft facts
Guesstimates of success. 2/3 fail.
50% fail and another 30% partially fail.
These are significant changes. Changes
that often require a restructuring of the
work flow or work procedures.
• Examples of change from the class of
those who worked.
• The larger the change and the more
people it affects, the more difficult the
change (hard side of change
management).
• So as you move up the organizations and
become more successful change efforts
become more difficult. Take longer and
more people.
Why important
• Leadership vs administration.
• Leadership Captain of the ship. Chart
directions and be certain you get the
directions even if winds blow you off
course.
• Administration. Tell me what to do and I
will be certain my people do what is
expected.
• Which is more related to change?
• You will do both. But which is more
important. Which determines who gets
ahead and succeeds?
• Why?
Nothing More difficult than
Organizational Change
Management
• Dean’s Advisory Council. What do they
wish they had more about?
Focus of this part of Course
• The Art of Change Management
• Its not a science. DICE gives insight. But
what does it all mean in terms of practice?
• Even the DICE article talks about using
the system to deal with differences in
DICE numbers. Its all perceptual.
What can I do?
•
•
•
•
Get you to start think along these ideas.
Cases
Discussion
Ideas.
• Up to you to start applying these ideas
with other cases in other courses.
• Practice.
• Change management is so different than
cases though. Dealing with real people.
After reading the articles
• What makes organizational change so
difficult?
• Never directly addressed (list of problems)
• Lots of issues.
A general Framework
• Three steps.
• Unfreezing—motivating people to accept
the change.
• Changing—putting the change into place
with minimal difficulties to all parties.
• Refreezing—getting people to follow new
behaviors, norms, and procedures that
support that change.
Examples of Each from the
readings.
Lets add Jack Welch
What are the common elements of
these readings?
• How do they differ in terms of the general
model?
Siemans
• To what extent did Pierer follow the model
in transforming Siemans.
• What has happened to the company
recently?
• What does this mean in terms of all these
efforts?
A story of a simple Failed Change
Effort
Difference between top down and
bottom up change.
• Top down is strategic driven. Efforts need
to be made to get support of those below
you and affected by the change. (DICE)
• Entails communication and huge need for
unfreezing (unless system is broken).
Bottom up
• Problem driven change. Employees feel
the need to change. Usually smaller in
scope. Need to get top management
support. Relatively slow moving.
• How does it happen. Usually in
Committees.
• Are people empowered to give bottom up
change.
At GE
• Is Bottom up or top down change more
common.
• How does GE do both.
• Siemans?????
Critique
•
•
•
•
Of Jack’s approach to change?
DICE model
Campaigning for change.
Summarize them.
Summary and my opinions
• Organizational Change: Two elements.
• One is logistics. Relatively easy but
sometimes forgotten side.
• The other is people. People and
resistance to change pose the greatest
challenges.
• Tendency to believe that, I am the boss
and people do as expected
Or
Assume that everyone is on board (because
no one ever tells the upper manager to get
lost). Leads to passive or passive
aggressive resistance to change.
• What not to do.
• Harder to tell what to do. DICE is a step in that
direction.
• I believe unfreezing is critical and refreezing is
critical. All too often refreezing is ignored. Its
tough.
• How does Texaco go from a class action
discrimination law suit to best diversity employer
in 5 years? Largely through refreezing.
• Forshadow my HR course. HR is critical
for refreezing.