Od and Change
OD and Change
The Message Is Clear - Change Or Disappear
“There’s no off season anymore” - Nolan Ryan
“You miss 100% of the shots you never take” - Wayne Gretsky
“Somebody has to do something, and its just incredibly pathetic that it has to be us.” -
Jerry Garcia, the Grateful Dead
CHANGE - AN ONGOING PROCESS
Companies no longer have a choice, they must change to survive. Unfortunately, people tend to resist change. It is not easy to change an organization, let alone an individual. This puts increased pressure on management to learn the subtleties of change. This final chapter was written to help managers navigate the journey of change.
FORCES OF CHANGE
• How do organizations know when they should change?
• What cues should an organization look for?
Organizations encounter many different forces for change. These forces come from external sources outside the organization and from internal sources. This section examines the forces that create the need for change. Awareness of these forces can help managers determine when they should consider implementing an organizational change.
EXTERNAL FORCES
External forces for change originate outside the organization. Because these forces have global effects, they may cause an organization to question the essence of what business it is in and the process by which products and services are produced. There are four key external forces for change: demographic characteristics. technological advancements, market changes, and social and political pressures. Each is now discussed.
1. Demographic Characteristics
(1) the workforce is more diverse and
(2) there is a business imperative to effectively manage diversity.
Organizations need to effectively manage diversity if they are to receive maximum contribution and commitment from employees.
2. Technological Advancements
Both manufacturing and service organizations are increasingly using technology as a means to improve productivity and market
The Message Is Clear - Change Or Disappear
“There’s no off season anymore” - Nolan Ryan
“You miss 100% of the shots you never take” - Wayne Gretsky
“Somebody has to do something, and its just incredibly pathetic that it has to be us.” -
Jerry Garcia, the Grateful Dead
CHANGE - AN ONGOING PROCESS
Companies no longer have a choice, they must change to survive. Unfortunately, people tend to resist change. It is not easy to change an organization, let alone an individual. This puts increased pressure on management to learn the subtleties of change. This final chapter was written to help managers navigate the journey of change.
FORCES OF CHANGE
• How do organizations know when they should change?
• What cues should an organization look for?
Organizations encounter many different forces for change. These forces come from external sources outside the organization and from internal sources. This section examines the forces that create the need for change. Awareness of these forces can help managers determine when they should consider implementing an organizational change.
EXTERNAL FORCES
External forces for change originate outside the organization. Because these forces have global effects, they may cause an organization to question the essence of what business it is in and the process by which products and services are produced. There are four key external forces for change: demographic characteristics. technological advancements, market changes, and social and political pressures. Each is now discussed.
1. Demographic Characteristics
(1) the workforce is more diverse and
(2) there is a business imperative to effectively manage diversity.
Organizations need to effectively manage diversity if they are to receive maximum contribution and commitment from employees.
2. Technological Advancements
Both manufacturing and service organizations are increasingly using technology as a means to improve productivity and market