1. EquilibriumEquilibrium Forces Change For Forces Against Change Force Field Analysis

2. Resistance Forces Strong Weak WeakStrong No Discontinuous ChangeChange Sporadic ContinuousChange Change Forces

3. Unfreezing Change Refreezing The Change Process

4. Structure Technology Strategy Products People/Culture A System’s Model of Change

5. Large System Interventions Small Group Interventions Person-focused Interventions Magnitude of Change Efforts

6. Participation & Involvement Education & Communication Facilitation & Support Negotiation & Agreement Manipulation & Cooptation Explicit & Implicit Coercion Overcoming Resistance to Change

7. Some don’t. They react after the fact Some rely on “experts” business schools management consultants gurus Some build change into their orgs. How Companies “Manage” Change

8. T-groupsCorporate Culture DecentralizationOne Minute Manager MatrixRestructuring DiversificationCompetitive Advantage Managerial GridDownsizing Job EnrichmentTQM Zero Based BudgetingSelf-Managed Teams Portfolio Mgmt.The Learning Org. Strategic Planning360 0 Feedback Theory ZOpen Book Management IntrapreneuringKnowledge Management A Sampling of Management Techniques

9. Org Issue Birth Growth Maturity Decline Popular Concentration Horizontal Diversification Turnaround Strategies in a niche & Vertical Concentric or Integration Conglomerate Retrenchment Likely Entrepreneur Functional Decentralized Structural Structure dominatedProfit Centers Surgery Innovation Invention ProductImplementation Renewal Enhancement Focus Survival, GrowthEfficiency & Restructuring ResourceCoordinationDownsizing acquisition Entrepreneurial Collectivity Formalization Elaboration of Stage Stage & Control Structure Stage Org. Change & the Organizational Life Cycle

10. 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 Organizational Development

11. 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 The OD Process

12. 1. Poor diagnosis 2. Neglect to take a systems view 3. Little systematic evaluation 3 Biggest Mistakes in OD