1. OD Defined OD is an effort… Planned Organization-wide Managed from the top, in order To increase organizational effectiveness, through Planned interventions in organizational processes, using behavioral-science knowledge

2. Forces For Change Workforce Competition World Politics Technology Social Trends Economic Shocks

3. Attitude Toward Change Desirable Accept change as inevitable Proactive Not Desirable Feel threatened by change Reactive

4. Managing Planned Change First-OrderChangeFirst-OrderChange IncrementalIncremental LinearLinear ContinuousContinuous Second-OrderChangeSecond-OrderChange MultilevelMultilevel RadicalRadical DiscontinuousDiscontinuous

5. What Can Change Agents Change? Physical Setting Structure People Technology

6. However……. Structure Physical Setting Technology People

7. Resistance to Change Selective Information Processing Fear of the Unknown Force of Habit Need for Security Economic Factors Individual

8. Resistance to Change Organizational Threat to Existing Relationships Threat to Existing Allocations Structural Inertia Limited Focus of Change Threat to Expertise Group Inertia

9. Education and Communication CommunicationParticipationParticipation NegotiationNegotiationFacilitation and Support Facilitation CoercionCoercionManipulation and Cooptation Manipulation Overcoming Resistance to Change Overcoming

10. Unfreezing Changing Refreezing Lewin’s Three-Step Process Organizational Change

11. Unfreezing the Status Quo Desired State Status Quo Restraining Forces Driving Forces Time

12. Action Research Process One:DiagnosisOne:Diagnosis Two:AnalysisTwo:Analysis Three:FeedbackThree:Feedback Four:ActionFour:Action Five:EvaluationFive:Evaluation

13. Five OD Interventions Intergroup development Process consultation Sensitivity training Survey feedback Team building

14. Managing Change: It’s Culture Bound! Is change possible? How long will it take? Does culture influence resistance? Does culture influence implementation? Does culture influence idea champions?