INDIVIDUAL AND ORGANIZATIONAL CHANGE 11 INDIVIDUAL AND ORGANIZATIONAL CHANGE

Learning Objectives Why Change is a Fact of Life List the seven major life changes. Seven stages of personal change. Models of organizational change.

Learning Objectives Why employees resist change. Japanese approach to change in the business world. Organizational development.

Do you enjoy change?

Change is a Reality and we all live with it.

Emotional Personal Change Planned Changes in an Organization Two Types of Change Emotional Personal Change Planned Changes in an Organization

Being able to deal with change Coping Being able to deal with change

Change Usually accompanied by a great sense of loss Severe change can create tremendous stress Usually accompanied by a great sense of loss

Change Negative Positive Marriage Ending Friendship Ending Losing a Job Marriage Promotion New Responsibilities Relocation

Holmes-Rahe Readjustment Scale Scale List of Many Types of Change pg. 283

The Seven Major Life Changes Loss Separation Relocation A change in relationship A change in direction A change in health Personal growth

Common Characteristics They happen to everyone They seem to happen without your control They have a ripple effect You will feel the results of change

The Seven Major Life Changes Figure 11.2: Seven Stages of Personal Change

Emotional Standstill Shock First reaction Gap between rational thinking and emotions Greatest stress comes from what you no longer have

Denial Minds can accept change Most deny it emotionally False hope the marriage will survive Not allow yourself to believe your loved one is gone Longer it lasts the longer it takes to heal

Anger Anger usually replaces denial Feeling of helplessness Being a victim Support groups can be helpful

Helplessness Trying to move forward but failing Suffering Share too much emotion with others isolation

Bottoming Out Possible to let go of the emotional burden Peaceful feeling Gradual steps Allowing shock, denial, anger become memories

Normal curiosities and desires come back Experimenting Recovery can begin Normal curiosities and desires come back Healing Date again New job

Still may reemerge or have fallback days Completion Rebirth Cycle is complete Still may reemerge or have fallback days New perspective Can start anew

Helmstetter’s Six Steps for Dealing with Change Recognize and understand the change Accept or reject the change Choose your attitude toward the change Choose how you will deal with change Choose your every day actions Evaluate your daily progress

Models of Organizational Change Change that a group of people must learn to accept and implement

Models of Organizational Change Change is a necessary part of doing business

Models of Organizational Change Do you work with people who resist change?

Models of Organizational Change Why is it important for businesses to make changes?

Lewin Change Model Most popular workplace change models 3 different levels where any change has to happen

Lewin Change Model 1. Individuals must be convinced that change is essential 2. Systems need to be changed 3. Organizational climate must be adjusted

2. Moving to another condition: develop new skills, reward systems Lewin Change Model 1. Unfreezing: promote, fire, prepare for change, convince them of the change 2. Moving to another condition: develop new skills, reward systems 3. Refreezing: new hiring policies, new behaviors become new standards of the job

Force Field Analysis Driving Forces Restraining Forces Trying to take over and change Trying to keep things the same

Logical Incrementalism Model that uses a five-step process to implement planned change

Logical Incrementalism 1.General concern 2. Broadcasting 3. Development 4. Using an Opportunity 5. Ongoing Adaptation

A vague feeling or awareness of a threat or opportunity General Concern A vague feeling or awareness of a threat or opportunity

Broadcasting a general concern or idea without details New idea tried out without details

Development of a formal plan for change New idea is outlined of concept and method of making it happen

Using an opportunity or crisis to being the change plan Something important that gets everyone’s attention

Ongoing adaptation of the plan Finding what succeeds and what does not

Why Employees Resist Change Hearing only what they want or expect to hear. Fear of the unknown. Fear of loss. Resentment of the person in charge of the change. Belief that the change is wrong. Rebellion against the speed of change.

Excuses for Resisting Change We don’t have time to do it We’ve tried something similar and it didn’t work You can’t teach an old dog new tricks It’s unrealistic It’s not on my job description

The Japanese Approach Employees are involved with the change process Managers examine each possible solution before a change takes place Encourage communication and less managers If there is a problem the process is blamed not the employee

Organizational development Planned method of achieving change in an organization

Organizational development Change Agent Someone who specializes in planned change

Organizational development Interventions Training tools that teach members how they can solve problems

Strategies for Success Managing personal change in the workplace: Become aware of it. Talk about the change. Maintain the organizational ideal. Breaking down the resistance to change in your organization: Create a climate where change is acceptable. Involve everyone in the change effort.