CHANGE Everything Is Working, Why Are We Changing?

CHANGEEverything Is Working, Why Are We Changing?

CHANGE

“Your Life will never change until you do something different in your life.”

(Dr. Kenneth Stephens)

CHANGE EXERCISE 1

Discussion • How did it feel to be asked to change seats?• Did you view changing seats as an opportunity to sit with someone new or as an uncomfortable or undesirable change?

• Why is change so difficult?

CHANGE IS NECESSARY

Tomorrow’s world will be different from today’s world

Organizations will need to adapt to changing market conditions and at the same time cope with the need for a renewing rather than a reactive workforce.

Organizations are never completely static and they are in continuous interaction with external forces.

Blanchard

The First Commercially Produced Typewriter: The Hansen Writing Ball

CHANGE

CHANGECELL PHONE BATTLE

Samsung Galaxy 5s I-Phone 6Plus

FORMULA FOR CHANGE

Dr. Stephens Organizational Change formula People + Culture + Climate + Challenges = Change

Confusion +Conflict+ Compromise = Change

Organizations are About People“Take away my people, but leave my factories, and soon grass will grow on the factory floors. Take away my factories, but leave my people, and soon we will have a new and better factory.”

Andrew Carnegie (1835-1919)

Source: Library of Congress

CHANGE WHO?

PEOPLE

• Fear the unknown• Fear of losing status• Fear of losing control• Communication failure

PEOPLE

• Key to effective change• Embrace new role• Accepts changes • Communication top to

bottom and bottom to top

CHANGEWHY?

INTERNALChanges that occur because of internal forces

EXTERNAL• Changes that occur

because of external forces

Internal Forces

Low job satisfaction

Low productivity

Conflict Strikes

External Forces

• Demographic characteristics• Technological advancements• Customer and Market changes• Social and political pressures

CHANGEWHAT?

POSITIONS• Individual culture

• Organization culture

PLAN• Organization short and long

term plan changes

• Organization’s direction changes.

CHANGEWHEN?

CULTURE CLIMATE CONDITIONS

FORMULA FOR CHANGE

CULTUREOrganizational culture.

• The system of shared actions, values, and beliefs that develops within an organization and guides the behavior of its members.

FORMULA FOR CHANGE

CULTURE• Subculture

• A group of individuals with a unique pattern of values and philosophy that are not inconsistent with the organization’s dominant values and philosophy

FORMULA FOR CHANGE

CULTURE• Counterculture

• A groups where the pattern of values and philosophies outwardly reject those of the larger organization or social system

FORMULA FOR CHANGE

CLIMATEClimate “refers to perceptions of persons in the organization that reflect those norms, assumptions, and beliefs.”Climate controls the: Motivation, Performance, and Satisfaction of the organization

FORMULA FOR CHANGE

CONDITIONSThe introduction of Microsoft Windows operating systems is considered one of the most revolutionary changes in the world.

CHANGEHOW?

SYSTEMATICALLY GRADUALLY

Cummings & Worley,9e (c) 2008 South-Western/Cengage Learning

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Lewin’s Change Model

Unfreezing

Movement

Refreezing

Understanding Lewin’s Model

Cummings & Worley,9e (c) 2008 South-Western/Cengage Learning

2-23

you have a large cube of ice, but realize that what you want is a cone of ice, what do you do? First you must melt the ice to make it amenable to change (unfreeze). Then you must mold the iced water into the shape you want (change). Finally, you must solidify the new shape (refreeze).

If you have a large cube of ice, but realize that what you want is a cone of ice, what do you do? First you must melt the ice to make it amenable to change (unfreeze). Then you must mold the iced water into the shape you want (change). Finally, you must solidify the new shape (refreeze).

Not Hoppy About Change

Mina Ishiwatari(front) wanted to improve Hoppy drink’s brand image, but most staff didn’t want to change. “I tried to take a new marketing approach to change the image of Hoppy . . . but no one would listen to me.” She improved Hoppy’s popularity with limited support or budget. Most employees who opposed Ishiwatari’s changes have since left the company.

CHANGE & CONFLICT

• MY WAY• THEIR WAY• OUR WAY

Tips for Managing Workplace Conflict

• Build good relationships before conflict occurs

• Do not let small problems escalate; deal with them as they arise

• Respect differences

• Listen to others’ perspectives on the conflict situation

• Acknowledge feelings before focusing on facts

• Focus on solving problems, not changing people

• If you can’t resolve the problem, turn to someone who can help

• Remember to adapt your style to the situation and persons involved

Adapted from Dispute Resolution Center of Snohomish and Island Counties (2004). 1801 Lomard Ave, Everett, WA 98206; 425-339-1335.

CHANGE & CONFLICT

MY WAY

CHANGE & CONFLICT

THEIR WAY•

CHANGE & CONFLICT

OUR WAY

ONE BIG HAPPY FAMILY

QUESTIONS?