Organizational Change and Stress
Topic:
Organizational Change and Stress
FUNDAMENTALS OF CHANGING AN ORGANIZATION * DEFINING CHANGING AN ORGANIZATION
> The process of modifying an existing organization to increase organizational effectiveness – that is, the extent to which an organization accomplishes its objective
> These modifications can involve virtually any organizational segment, but typically affect the lines of organizational authority, the levels of responsibility held by various organization members and the established lines of organizational communication
* IMPORTANCE OF CHANGE
The study of organizational change is extremely important because all managers’ at all organizational levels are faced throughout their careers with the task of changing their organization
> Managers who can determine appropriate changes and then implement such changes successfully enable their organization to be more flexible and innovative
* CHANGE VERSUS STABILITY
(1)
(2)
(3)
(4)
(5)
STABILITY
LOW
HIGH
ADAPTATION
HIGH
High death probability (slow) High survival probability High survival and growth probability Certainty of death (quick) Certainty of death (quick)
FACTORS TO CONSIDER WHEN CHANGING AN ORGANIZATION
SUCCESS OF
CHANGE
CHANGE AGENT
INDIVIDUALS AFFECTED BY CHANGE
TYPE OF CHANGE TO BE MADE
EVALUATION OF CHANGE
DETERMINATION OF WHAT SHOULD BE CHANGE
* THE CHANGE AGENT
CHANGE AGENT – the individual inside or outside the organization who tries to modify the existing organizational situation
> This individual might be responsible for making very broad changes, like altering the culture of the whole organization; or more narrow ones, like designing and implementing a new safety program or a new quality program
Special skills that is necessary for success as a change agent. * Ability to determine how a change should be made * The skill to solve change-related problems * Facility in using behavioral science
Organizational Change and Stress
FUNDAMENTALS OF CHANGING AN ORGANIZATION * DEFINING CHANGING AN ORGANIZATION
> The process of modifying an existing organization to increase organizational effectiveness – that is, the extent to which an organization accomplishes its objective
> These modifications can involve virtually any organizational segment, but typically affect the lines of organizational authority, the levels of responsibility held by various organization members and the established lines of organizational communication
* IMPORTANCE OF CHANGE
The study of organizational change is extremely important because all managers’ at all organizational levels are faced throughout their careers with the task of changing their organization
> Managers who can determine appropriate changes and then implement such changes successfully enable their organization to be more flexible and innovative
* CHANGE VERSUS STABILITY
(1)
(2)
(3)
(4)
(5)
STABILITY
LOW
HIGH
ADAPTATION
HIGH
High death probability (slow) High survival probability High survival and growth probability Certainty of death (quick) Certainty of death (quick)
FACTORS TO CONSIDER WHEN CHANGING AN ORGANIZATION
SUCCESS OF
CHANGE
CHANGE AGENT
INDIVIDUALS AFFECTED BY CHANGE
TYPE OF CHANGE TO BE MADE
EVALUATION OF CHANGE
DETERMINATION OF WHAT SHOULD BE CHANGE
* THE CHANGE AGENT
CHANGE AGENT – the individual inside or outside the organization who tries to modify the existing organizational situation
> This individual might be responsible for making very broad changes, like altering the culture of the whole organization; or more narrow ones, like designing and implementing a new safety program or a new quality program
Special skills that is necessary for success as a change agent. * Ability to determine how a change should be made * The skill to solve change-related problems * Facility in using behavioral science