1. Change Management Prof. Steve Phelan Lecture 5

2. Today The Management of Dissatisfaction  From Bogged Down to Fired Up (1989)  Motorola (A) (1983) LMZ Chs7-9  Kurt Lewin, The Field Approach (1951)  Carl Rogers, Two Person Disputes (1965)  Chris Argyris, Intervention Theory & Method (1970)

3. From Bogged Down to Fired Up Top management dissatisfaction is not enough  Dissatisfaction must diffuse before lasting change can occur  Why? Do you believe it? Would you use the idea in your organization?

4. Dos and Don’ts DO  Openly share competitive information internally  Confront actual on-the- job behaviors and challenge managers to develop new behaviors  Use models to build dissatisfaction with the status quo  Redirect resource allocation DON’T  Embarrass the firm publicly  Impose new and/or irrelevant behaviors  Threaten or force individuals

5. Motorola (A) Is Bob Galvin a good leader or not?  Was his speech smart and calculated or premature and foolish? What aspects of his approach followed Spector’s recommendations? What aspects of his approach conflicted with Spector’s recommendations? What would you advise him to do now?

6. Lewin & Rogers Field Theory  Change the forces, change the behavior  To what degree to you believe that “the real object of study is the constellation of forces”  What is “physics envy”?  Reinterpret Spector’s article in the context of Lewin’s unfreezing, moving, freezing construct. Two person disputes  Does change look like serious discord? I’m Right/ you’re wrong, breakdown of communication, distorted perceptions, distrust  What is active (empathetic) listening?  Does it make people more open to change?

7. Argyris How important are:  Valid and useful information,  Free choice, and  Internal commitment to a successful change effort?  What does consent mean in the face of possible hegemony?