• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Class session 1 thinking about organizational change
 

Class session 1 thinking about organizational change

on

  • 1,273 views

Introductory class ppt for Change Strategies for HRD Practitioners

Introductory class ppt for Change Strategies for HRD Practitioners

Statistics

Views

Total Views
1,273
Views on SlideShare
1,267
Embed Views
6

Actions

Likes
0
Downloads
31
Comments
0

1 Embed 6

http://changestrategies2012.pbworks.com 6

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

CC Attribution-NonCommercial-ShareAlike LicenseCC Attribution-NonCommercial-ShareAlike LicenseCC Attribution-NonCommercial-ShareAlike License

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Class session 1 thinking about organizational change Class session 1 thinking about organizational change Presentation Transcript

    • ADLT 625
    • What do we mean by “organizational change”?
      • Occurs each and every day
        • Mostly unplanned and gradual
        • Affects us as individuals, groups, and organizations as a whole
      • Different types of change
        • Revolutionary (discontinuous, sudden, transformational)
        • Evolutionary (continuous, gradual, transactional
        • Can be planned or unplanned
    • Our focus:
      • Planned change (rather than unplanned)
      • Emphasis on revolutionary than evolutionary
      • The reason:
      • Rapid changes in the external environment that are precipitating change at an accelerating rate
      • The premise of organizations:
      • Organization theory is about continuity and stabilization
      • We need to know much more about how to lead, manage, and change organizations
    • Organization Development began as a field of practice to enable organizations to make necessary changes When is an organization ready for change?
    • The Learning Curve for Organization Development
    • The Core Values of Organization Development
    • W. Burke, 2008
    • Why is change so difficult?
      • Deep organizational change is extremely difficult.
      • It’s hard to make a case for change when things are going well.
      • Our knowledge of how to plan and implement organization change is limited.
    • The Paradox of Planned Organizational Change
      • Planning for change is usually linear, a step-by-step process
      • Implementation is anything but linear
        • Often, a spiral cycle
        • Emergent pattern of moving forward / backward / forward
        • There is no “end state” although the organization may have an end in mind
    • Significant Shifts in Organizational Dynamics and Management Since 1969 … From To
      • Growth
      • Moderate speed
      • Moderate complexity
      • Strategic planning
      • Consultant jargon
      • Management
      • Unilateral, top-down management
      • Little concern for ethics
      • Micro perspective
      • Consolidation
      • Warp speed
      • High complexity
      • Strategic implementation
      • Popular, accepted concepts
      • Leadership
      • Multilateral, participative processes at all levels
      • High concern for ethics
      • Macro perspective on change
    • The OD History Tree
    • The Action Research Model for Change Perception of Problem Data Gathering and Diagnosis by Consultant Feedback to Key Client Group Joint action planning New strategies or actions taken
    • Comparison of OD and OT
    • Comparison of OD and OT
    • Conceptualizing Organizational Change
      • Revolutionary vs. Evolutionary
      • Discontinuous vs. Continuous
      • Episodic vs. Continuous flow
      • Transformational vs. Transactional
      • Strategic vs. Operational
      • Total system vs. Local option
    • Metaphors Adopted by Organizational Members in Change Efforts
      • Organizations as machines
      • Organizations as organisms
      • Organizations as brains
      • Organizations as cultures
      • Organizations as political systems
      • Organizations as psychic prisons
      • Organizations as flux and transformation
    • By the end of this course, you will have:
    • The digital media tools we’ll use
    • Graded Assignments
    • Whole System Intervention Strategies We’ll Explore
      • Future Search
      • Open Space Technology
      • Appreciative Inquiry
    • Examples of situations in which large group interventions have been used