Ch 13 Managing Change And Innovation 1a5211
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Chapter 13 Managing Change and Innovation
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
1
LEARNING OUTLINE Follow this Learning Outline as you read and study this chapter.
• Forces for Change –Define organizational change. –Discuss the external and internal forces for change. –Contrast internal and external change agents.
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
2
LEARNING OUTLINE (cont’d) Follow this Learning Outline as you read and study this chapter.
• Two Views of the Change Process – Contrast the calm waters and white-water rapids metaphors of change. – Explain Lewin’s three-step model of the change process. – Discuss the environment that managers face today.
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
3
LEARNING OUTLINE (cont’d) Follow this Learning Outline as you read and study this chapter.
• Managing Change – Explain how managers might change structure, technology, and people. – Explain why people resist change and how resistance might be managed.
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
4
LEARNING OUTLINE (cont’d) Follow this Learning Outline as you read and study this chapter.
• Stimulating Innovation –Explain why innovation isn’t just creativity. –Explain the systems view of innovation. –Describe the structural, cultural, and human resources variables that are necessary for innovation. –Explain what idea champions are and why they’re important to innovation.
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
5
LEARNING OUTLINE (cont’d) Follow this Learning Outline as you read and study this chapter.
• Contemporary Issues in Managing Change –Explain why changing organizational culture is so difficult and how managers can do it. –Describe employee stress and how managers can help employees deal with it. –Discuss what it takes to make change happen successfully.
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
6
What Is Change? • Organizational Change – Any alterations in the people, structure, or technology of an organization
• Characteristics of Change – Is constant yet varies in degree and direction – Produces uncertainty yet is not completely unpredictable – Creates both threats and opportunities
• Managing change is an integral part of every manager’s job
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
7
Forces for Change • External forces
• Internal Forces
– Marketplace – Governmental laws and regulations – Technology – Labour markets – Economic changes
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
– Changes in organizational strategy – Workforce changes – New equipment – Employee attitudes
8
The Manager as Change Agent • Change Agents – People who act as catalysts and assume the responsibility for changing process
• Types of Change Agents – Managers: internal entrepreneurs – Nonmanagers: change specialists – Outside consultants: change implementation experts Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
9
Change Process Viewpoints • The Calm Waters Metaphor – Lewin: a break in the organization’s equilibrium state • Unfreezing the status quo • Changing to a new state • Refreezing to make the change permanent
• White-water Rapids Metaphor – The lack of environmental stability and predictability requires that managers and organizations continually adapt (manage change actively) to survive
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
10
Exhibit 16.1 The Change Process
Unfreezing
Changing
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
Refreezing
11
Exhibit 16.2 Three Categories of Change Structure
Work specialization, departmentalization, chain of command, span of control, centralization, formalization, job redesign, or actual structural design
Technology
Work processes, methods, and equipment
People
Attitudes, expectations, perceptions, and behaviour
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
12
Types of Change • Structural – Changing the organization’s structure or its structural components • Technological – Adopting new equipment or operating methods that displace old skills and require new ones
• People – Changing attitudes, expectations, perceptions, and behaviours of the workforce.
• Automation: replacing certain tasks done by people with machines • Computerization
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
13
Exhibit 16.3 Organizational Development Techniques A method of changing behaviour through unstructured group interaction.
A technique for assessing attitudes and perceptions, identifying discrepancies in these, and resolving the differences by using survey information in groups.
Sensitivity Training
Survey
Activities that help team learn how each member thinks and works.
MORE EFFECTIVE INTERPERSONAL WORK RELATIONSHIPS
Process Consultation
Team Building
Intergroup Development
An outside consultant helps the manager understand how interpersonal processes are affecting the way work is being done.
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
Changing the attitudes, stereotypes, and perceptions that work groups have about each other.
14
Managing Resistance to Change • Why People Resist Change – The ambiguity and uncertainty that change introduces – The comfort of old habits – A concern over personal loss of status, money, authority, friendships, and personal convenience – The perception that change is incompatible with the goals and interests of the organization Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
15
Exhibit 16.4 Helping Employees Accept Change Unfreezing
Changing
• Give reasons.
• Explain the benefits.
• Be empathetic.
• Identify a champion.
• Communicate clearly.
• Get input from employees. • Watch timing. • Maintain job security. • Provide training.
Refreezing
• Show top management’s . • Publicize successes. • Make midcourse corrections. • Help employees deal with stress.
• Proceed at a manageable pace.
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
16
Stimulating Innovation • Creativity – The ability to combine ideas in a unique way or to make an unusual association
• Innovation – Turning the outcomes of the creative process into useful products, services, or work methods
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
17
Exhibit 16.5 Systems View of Innovation Inputs
Transformation
Outputs
Creative individuals, groups, organizations
Creative environment, process, situation
Innovative product(s), work methods
Source: Adapted from R.W. Woodman, J.E. Sawyer, and R.W. Griffin, “Toward a Theory of Organizational Creativity,” Academy of Management Review, April 1993, p. 309. Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
18
Structural Variables
Exhibit 16.6 Innovation Variables
• Organic Structures • Abundant Resources • High Interunit Communication • Minimal Time Pressure • Work and Nonwork
STIMULATE INNOVATION
Human Resource Variables • High Commitment to Training and Development • High Job Security • Creative People
Cultural Variables • • • • • • • •
Acceptance of Ambiguity Tolerance of the Impractical Low External Controls Tolerance of Risks Tolerance of Conflict Focus on Ends Open-System Focus Positive
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
19
Creating the “Right” Environment for Innovation • Structural Variables – – – –
Adopt an organic structure Make available plentiful resources Engage in frequent interunit communication Minimize extreme time pressures on creative activities – Provide explicit for creativity
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
20
Creating the “Right” Environment for Innovation (cont’d)
• Cultural Variables – – – – – – – –
Accept ambiguity Tolerate the impractical Have low external controls Tolerate risk taking Tolerate conflict Focus on ends rather than means Develop an open-system focus Provide positive
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
21
Creating the “Right” Environment for Innovation (cont’d) • Human Resource Variables – Actively promote training and development to keep employees’ skills current – Offer high job security to encourage risk taking – Encourage individuals to be “champions” of change
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
22
Issues in Managing Change • Changing Organizational Cultures – Cultures are naturally resistant to change – Conditions that help cultural change: • • • •
Dramatic crisis Change of leadership Young, flexible, and small organization Weak organizational culture
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
23
Tips for Managers: Strategies for Managing Cultural Change • Set the tone through management behaviour. Managers, particularly top management, need to be positive role models. • Create new stories, symbols, and rituals to replace those currently in vogue. • Select, promote, and employees who adopt the new values that are sought. • Redesign socialization processes to align with the new values. Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
24
Tips for Managers: Strategies for Managing Cultural Change (cont’d) • Change the reward system to encourage acceptance of a new set of values. • Replace unwritten norms with formal rules and regulations that are tightly enforced. • Shake up current subcultures through transfers, job rotation, and/or terminations. • Work to get peer-group consensus through employee participation and creation of a climate with a high level of trust. Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
25
Issues in Managing Change (cont’d) • Handling Employee Stress – Stress • The physical and psychological tension an individual feels when confronted with extraordinary demands, constraints, or opportunities and their associated importance and uncertainties • Functional Stress – Stress that has a positive effect on performance
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
26
Exhibit 16.7 Causes of Stress
Personal Factors
STRESS
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
Job-Related Factors
27
Exhibit 16.8 Symptoms of Stress PHYSICAL PSYCHOLOGICAL Changes in metabolism, increased heart and breathing rates, raised blood pressure, headaches, and potential of heart attacks
SYMPTOMS OF STRESS
Job-related dissatisfaction, tension, anxiety, irritability, boredom, and procrastination
BEHAVIOURAL Changes in productivity, absenteeism, job turnover, changes in eating habits, increased smoking or consumption of alcohol, rapid speech, fidgeting, sleep disorders
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
28
Issues in Managing Change (cont’d) • Reducing Stress – – – – – – – – –
Engage in proper employee selection Match employees’ abilities to job requirements Use realistic job previews to reduce ambiguity Improve organizational communications Develop a performance planning program Use job redesign Provide a counselling program Offer time planning management assistance Sponsor wellness programs
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
29
Exhibit 16.9 Mistakes Managers Make When Leading Change Unfreezing
• Not communicating a sense of urgency • Not forming a guiding coalition
Changing
• Not creating a vision • Not communicating the vision • Not empowering others to act on the vision • Not planning for and creating short-term wins
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
Refreezing
• Quitting before change is finished • Not making changes part of the organizational culture
30
Issues in Managing Change (cont’d) • Making Change Happen Successfully – – – – – –
Embrace change Explain why change is necessary Communicate constantly and honestly Encourage employee participation Encourage employee flexibility Remove those who resist and cannot be changed
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
31
Exhibit 16.10 Characteristics of Change-Capable Organizations • Link the present and the future • Make learning a way of life • Actively and encourage day-to-day improvements and changes
• • • • •
Ensure diverse teams Encourage mavericks Shelter breakthroughs Integrate technology Build and deepen trust
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
32
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
1
LEARNING OUTLINE Follow this Learning Outline as you read and study this chapter.
• Forces for Change –Define organizational change. –Discuss the external and internal forces for change. –Contrast internal and external change agents.
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
2
LEARNING OUTLINE (cont’d) Follow this Learning Outline as you read and study this chapter.
• Two Views of the Change Process – Contrast the calm waters and white-water rapids metaphors of change. – Explain Lewin’s three-step model of the change process. – Discuss the environment that managers face today.
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
3
LEARNING OUTLINE (cont’d) Follow this Learning Outline as you read and study this chapter.
• Managing Change – Explain how managers might change structure, technology, and people. – Explain why people resist change and how resistance might be managed.
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
4
LEARNING OUTLINE (cont’d) Follow this Learning Outline as you read and study this chapter.
• Stimulating Innovation –Explain why innovation isn’t just creativity. –Explain the systems view of innovation. –Describe the structural, cultural, and human resources variables that are necessary for innovation. –Explain what idea champions are and why they’re important to innovation.
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
5
LEARNING OUTLINE (cont’d) Follow this Learning Outline as you read and study this chapter.
• Contemporary Issues in Managing Change –Explain why changing organizational culture is so difficult and how managers can do it. –Describe employee stress and how managers can help employees deal with it. –Discuss what it takes to make change happen successfully.
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
6
What Is Change? • Organizational Change – Any alterations in the people, structure, or technology of an organization
• Characteristics of Change – Is constant yet varies in degree and direction – Produces uncertainty yet is not completely unpredictable – Creates both threats and opportunities
• Managing change is an integral part of every manager’s job
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
7
Forces for Change • External forces
• Internal Forces
– Marketplace – Governmental laws and regulations – Technology – Labour markets – Economic changes
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
– Changes in organizational strategy – Workforce changes – New equipment – Employee attitudes
8
The Manager as Change Agent • Change Agents – People who act as catalysts and assume the responsibility for changing process
• Types of Change Agents – Managers: internal entrepreneurs – Nonmanagers: change specialists – Outside consultants: change implementation experts Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
9
Change Process Viewpoints • The Calm Waters Metaphor – Lewin: a break in the organization’s equilibrium state • Unfreezing the status quo • Changing to a new state • Refreezing to make the change permanent
• White-water Rapids Metaphor – The lack of environmental stability and predictability requires that managers and organizations continually adapt (manage change actively) to survive
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
10
Exhibit 16.1 The Change Process
Unfreezing
Changing
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
Refreezing
11
Exhibit 16.2 Three Categories of Change Structure
Work specialization, departmentalization, chain of command, span of control, centralization, formalization, job redesign, or actual structural design
Technology
Work processes, methods, and equipment
People
Attitudes, expectations, perceptions, and behaviour
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
12
Types of Change • Structural – Changing the organization’s structure or its structural components • Technological – Adopting new equipment or operating methods that displace old skills and require new ones
• People – Changing attitudes, expectations, perceptions, and behaviours of the workforce.
• Automation: replacing certain tasks done by people with machines • Computerization
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
13
Exhibit 16.3 Organizational Development Techniques A method of changing behaviour through unstructured group interaction.
A technique for assessing attitudes and perceptions, identifying discrepancies in these, and resolving the differences by using survey information in groups.
Sensitivity Training
Survey
Activities that help team learn how each member thinks and works.
MORE EFFECTIVE INTERPERSONAL WORK RELATIONSHIPS
Process Consultation
Team Building
Intergroup Development
An outside consultant helps the manager understand how interpersonal processes are affecting the way work is being done.
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
Changing the attitudes, stereotypes, and perceptions that work groups have about each other.
14
Managing Resistance to Change • Why People Resist Change – The ambiguity and uncertainty that change introduces – The comfort of old habits – A concern over personal loss of status, money, authority, friendships, and personal convenience – The perception that change is incompatible with the goals and interests of the organization Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
15
Exhibit 16.4 Helping Employees Accept Change Unfreezing
Changing
• Give reasons.
• Explain the benefits.
• Be empathetic.
• Identify a champion.
• Communicate clearly.
• Get input from employees. • Watch timing. • Maintain job security. • Provide training.
Refreezing
• Show top management’s . • Publicize successes. • Make midcourse corrections. • Help employees deal with stress.
• Proceed at a manageable pace.
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
16
Stimulating Innovation • Creativity – The ability to combine ideas in a unique way or to make an unusual association
• Innovation – Turning the outcomes of the creative process into useful products, services, or work methods
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
17
Exhibit 16.5 Systems View of Innovation Inputs
Transformation
Outputs
Creative individuals, groups, organizations
Creative environment, process, situation
Innovative product(s), work methods
Source: Adapted from R.W. Woodman, J.E. Sawyer, and R.W. Griffin, “Toward a Theory of Organizational Creativity,” Academy of Management Review, April 1993, p. 309. Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
18
Structural Variables
Exhibit 16.6 Innovation Variables
• Organic Structures • Abundant Resources • High Interunit Communication • Minimal Time Pressure • Work and Nonwork
STIMULATE INNOVATION
Human Resource Variables • High Commitment to Training and Development • High Job Security • Creative People
Cultural Variables • • • • • • • •
Acceptance of Ambiguity Tolerance of the Impractical Low External Controls Tolerance of Risks Tolerance of Conflict Focus on Ends Open-System Focus Positive
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
19
Creating the “Right” Environment for Innovation • Structural Variables – – – –
Adopt an organic structure Make available plentiful resources Engage in frequent interunit communication Minimize extreme time pressures on creative activities – Provide explicit for creativity
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
20
Creating the “Right” Environment for Innovation (cont’d)
• Cultural Variables – – – – – – – –
Accept ambiguity Tolerate the impractical Have low external controls Tolerate risk taking Tolerate conflict Focus on ends rather than means Develop an open-system focus Provide positive
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
21
Creating the “Right” Environment for Innovation (cont’d) • Human Resource Variables – Actively promote training and development to keep employees’ skills current – Offer high job security to encourage risk taking – Encourage individuals to be “champions” of change
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
22
Issues in Managing Change • Changing Organizational Cultures – Cultures are naturally resistant to change – Conditions that help cultural change: • • • •
Dramatic crisis Change of leadership Young, flexible, and small organization Weak organizational culture
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
23
Tips for Managers: Strategies for Managing Cultural Change • Set the tone through management behaviour. Managers, particularly top management, need to be positive role models. • Create new stories, symbols, and rituals to replace those currently in vogue. • Select, promote, and employees who adopt the new values that are sought. • Redesign socialization processes to align with the new values. Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
24
Tips for Managers: Strategies for Managing Cultural Change (cont’d) • Change the reward system to encourage acceptance of a new set of values. • Replace unwritten norms with formal rules and regulations that are tightly enforced. • Shake up current subcultures through transfers, job rotation, and/or terminations. • Work to get peer-group consensus through employee participation and creation of a climate with a high level of trust. Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
25
Issues in Managing Change (cont’d) • Handling Employee Stress – Stress • The physical and psychological tension an individual feels when confronted with extraordinary demands, constraints, or opportunities and their associated importance and uncertainties • Functional Stress – Stress that has a positive effect on performance
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
26
Exhibit 16.7 Causes of Stress
Personal Factors
STRESS
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
Job-Related Factors
27
Exhibit 16.8 Symptoms of Stress PHYSICAL PSYCHOLOGICAL Changes in metabolism, increased heart and breathing rates, raised blood pressure, headaches, and potential of heart attacks
SYMPTOMS OF STRESS
Job-related dissatisfaction, tension, anxiety, irritability, boredom, and procrastination
BEHAVIOURAL Changes in productivity, absenteeism, job turnover, changes in eating habits, increased smoking or consumption of alcohol, rapid speech, fidgeting, sleep disorders
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
28
Issues in Managing Change (cont’d) • Reducing Stress – – – – – – – – –
Engage in proper employee selection Match employees’ abilities to job requirements Use realistic job previews to reduce ambiguity Improve organizational communications Develop a performance planning program Use job redesign Provide a counselling program Offer time planning management assistance Sponsor wellness programs
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
29
Exhibit 16.9 Mistakes Managers Make When Leading Change Unfreezing
• Not communicating a sense of urgency • Not forming a guiding coalition
Changing
• Not creating a vision • Not communicating the vision • Not empowering others to act on the vision • Not planning for and creating short-term wins
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
Refreezing
• Quitting before change is finished • Not making changes part of the organizational culture
30
Issues in Managing Change (cont’d) • Making Change Happen Successfully – – – – – –
Embrace change Explain why change is necessary Communicate constantly and honestly Encourage employee participation Encourage employee flexibility Remove those who resist and cannot be changed
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
31
Exhibit 16.10 Characteristics of Change-Capable Organizations • Link the present and the future • Make learning a way of life • Actively and encourage day-to-day improvements and changes
• • • • •
Ensure diverse teams Encourage mavericks Shelter breakthroughs Integrate technology Build and deepen trust
Chapter 16, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Eighth Canadian Edition. Copyright © 2005 Pearson Education Canada Inc.
32
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