Organizational Change According to Nadler-Tushman Anticipatory Changes Reactive Changes Incremental Changes Strategic Changes

Why Employees Resist Change? Surprise Misunderstanding/ Ignorance/Lack of Skills Lack of Trust Fear of Failure Personality Conflicts Poor Timing Lack of Tact Threat to Job Status/Security Breakup of Work Group

The OD Process Organizational Development Unfreezing Change Refreezing Planned change programs intended to help people and organizations function more effectively Unfreezing Neutralizing resistance by preparing people of change Change Refreezing Systematically following up a change program for lasting results

Effective Elements of Negotiation Adopting a Win-Win Attitude Knowing your BATNA (Best Alternative to a Negotiated Agreement) Identifying the Bargaining Zone Added Value Negotiating

The Changing Workplace David Berdish – Ford Motor Co. $50 million losses to $175 million profit 4 tactics used Where trust breaks down Listen then listen some more Change assumptions Show the big picture

Management Ethics When people respond to change they dislike, is it morally ok for them to laugh it off as something that upper management has a new enthusiasm for. Many times employees will ignore the new idea hoping that it will blow away in a few days.

Management Ethics “Good Fun or Really Bad Idea? You Decide” Is is ok to have a little fun in the office??? Or should it be business all day everyday? Sometimes a little fun can level hierarchy and strengthen the community in the workplace. BAD IDEA Is a little fun just too unprofessional for you? How do you deal with the situation if you think it is? Do you play anyway and make that bond with other employees? Or do you ignore it, knowing that is will soon end.

Managing Conflict Dealing with the Two Faces of Conflict Competitive Cooperative Conflict Triggers Ambiguous jurisdictions Competition for scarce resources Communication breakdown Time Pressure Unreasonable rules or procedures Personality Clashes Status Differentials Unrealized expectations

Conflict Resolution Techniques Problem Solving Superordinate Goals Compromise Forcing Smoothing

Unclear or Confusing Change does not always have a positive effect Personal Experience