describe various conceptualizations of the change process
to secure commitment and buy-in from employees, managers can follow Kurt Lewis’s three stages of change. Before implementing these changes, organizations need to asses the validity of the change. Force field analysis is a useful decision technique that helps to asses the reasons for and against making certain changes
change management
achieving goals by altering behaviors or processes in response to environmental forces
DADA syndrome
a range of emotions experienced by people when facing unwanted change
Kurt Lewis’s three stages of change
unfreezing, changing, and refreezing
unfreezing
the process by which managers inform their staff of a change and why it is needed
changing
a strategy for employees to help reinforce the need for change
refreezing
the final stage when people embrace the change and adopt the behaviors and attitudes needed to generate successful results
force field analysis
a useful decision technique that helps to asses the reasons for and against making certain changes
contrast the various forces driving change
employees are affected by a range of different forces when performing their roles in organizations. Organizations need to adapt to two main types of forces: external and internal forces
External forces
- outside influences such as competitors’ actions and customers’ changing preferences
external forces examples
- customers demographic characteristics
- technological advancements
- customer and market changes
- social and political pressures
- generational changes
internal forces
inside influences such as company culture and employee diversity
internal forces examples
- management changes
- organizational restructuring
- positive disruptors that affect organizations
explain the strategies managers use to reduce resistance to change
- to implement change in an organization successfully, managers must attempt to understand the individual behaviors and reactions that might lead to resistance.
- typically organizations use different types of methods to deal with resistance to change: education and communication, participation, negotiation, manipulation, and coercion
creativity
the generation of meaningful ideas by individuals or teams
practiced creativity
the ability to spot opportunities to apply problem solving skills in the workplace
creative potential
the skills and capacity to generate ideas
three main types of support for creativity in organizations:
- organizational support
- supervisory support
- work group support
innovation
the development and successful implementation of ideas.
three- step innovation process:
- ) idea generation
- ) problem solving
- ) implementation and diffusion
* managers can create successful innovation by following three- step innovation process:*
six main types of innovations in organizations:
- product innovation
- process innovation
- organizational structure innovation
- people innovation
- exploitative innovation
- exploratory innovation
product innovation
the development of new or improved goods or services to meet customer needs
process innovation
the introduction of new or improved operational and work methods
organizational structure innovation
the introduction or modification of work assignments, authority relationships, and communication and reward systems
