15: Organizational Change
- Page ID
- 48565
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\(\newcommand{\avec}{\mathbf a}\) \(\newcommand{\bvec}{\mathbf b}\) \(\newcommand{\cvec}{\mathbf c}\) \(\newcommand{\dvec}{\mathbf d}\) \(\newcommand{\dtil}{\widetilde{\mathbf d}}\) \(\newcommand{\evec}{\mathbf e}\) \(\newcommand{\fvec}{\mathbf f}\) \(\newcommand{\nvec}{\mathbf n}\) \(\newcommand{\pvec}{\mathbf p}\) \(\newcommand{\qvec}{\mathbf q}\) \(\newcommand{\svec}{\mathbf s}\) \(\newcommand{\tvec}{\mathbf t}\) \(\newcommand{\uvec}{\mathbf u}\) \(\newcommand{\vvec}{\mathbf v}\) \(\newcommand{\wvec}{\mathbf w}\) \(\newcommand{\xvec}{\mathbf x}\) \(\newcommand{\yvec}{\mathbf y}\) \(\newcommand{\zvec}{\mathbf z}\) \(\newcommand{\rvec}{\mathbf r}\) \(\newcommand{\mvec}{\mathbf m}\) \(\newcommand{\zerovec}{\mathbf 0}\) \(\newcommand{\onevec}{\mathbf 1}\) \(\newcommand{\real}{\mathbb R}\) \(\newcommand{\twovec}[2]{\left[\begin{array}{r}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\ctwovec}[2]{\left[\begin{array}{c}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\threevec}[3]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\cthreevec}[3]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\fourvec}[4]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\cfourvec}[4]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\fivevec}[5]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\cfivevec}[5]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\mattwo}[4]{\left[\begin{array}{rr}#1 \amp #2 \\ #3 \amp #4 \\ \end{array}\right]}\) \(\newcommand{\laspan}[1]{\text{Span}\{#1\}}\) \(\newcommand{\bcal}{\cal B}\) \(\newcommand{\ccal}{\cal C}\) \(\newcommand{\scal}{\cal S}\) \(\newcommand{\wcal}{\cal W}\) \(\newcommand{\ecal}{\cal E}\) \(\newcommand{\coords}[2]{\left\{#1\right\}_{#2}}\) \(\newcommand{\gray}[1]{\color{gray}{#1}}\) \(\newcommand{\lgray}[1]{\color{lightgray}{#1}}\) \(\newcommand{\rank}{\operatorname{rank}}\) \(\newcommand{\row}{\text{Row}}\) \(\newcommand{\col}{\text{Col}}\) \(\renewcommand{\row}{\text{Row}}\) \(\newcommand{\nul}{\text{Nul}}\) \(\newcommand{\var}{\text{Var}}\) \(\newcommand{\corr}{\text{corr}}\) \(\newcommand{\len}[1]{\left|#1\right|}\) \(\newcommand{\bbar}{\overline{\bvec}}\) \(\newcommand{\bhat}{\widehat{\bvec}}\) \(\newcommand{\bperp}{\bvec^\perp}\) \(\newcommand{\xhat}{\widehat{\xvec}}\) \(\newcommand{\vhat}{\widehat{\vvec}}\) \(\newcommand{\uhat}{\widehat{\uvec}}\) \(\newcommand{\what}{\widehat{\wvec}}\) \(\newcommand{\Sighat}{\widehat{\Sigma}}\) \(\newcommand{\lt}{<}\) \(\newcommand{\gt}{>}\) \(\newcommand{\amp}{&}\) \(\definecolor{fillinmathshade}{gray}{0.9}\)Discuss the impact organizational change has on individuals and the workplace
- Discuss change management as it functions in organizational behavior
- Discuss various ways change has succeeded and failed in contemporary examples and organizations
- 15.1: Internal Change Management
- This page outlines the challenges Amazon faced after acquiring Whole Foods Market in 2017, focusing on cultural clashes between the companies. Amazon's bureaucratic structure conflicted with Whole Foods' autonomous culture, causing employee dissatisfaction and operational issues.
- 15.2: Putting It Together- Organizational Change
- This page discusses the evolving nature of change, emphasizing the impact of rapid technological advancements and global influences. Unlike the slower pace of change in the 1800s, today's daily innovations present significant challenges for organizations. To remain competitive, companies must proactively manage and anticipate change, with leadership playing a crucial role, as highlighted by a quote from Lee Iacocca.
- 15.3: Discussion- Organizational Change
- This page discusses the lead consultant's role in recommending organizational changes for Informational Systems, focusing on centralizing and decentralizing functions to enhance efficiency. Although these changes aim for improvement, they may disrupt IS personnel. The discussion prompt encourages participants to propose preparatory steps for these changes and engage with classmates' ideas.
- 15.4: Assignment- Change Management and Conflict Resolution
- This page discusses proposed organizational changes by the lead consultant for Workplace Solutions Consulting, targeting Informational Systems. The plan includes centralizing Finance and HR and decentralizing product departments to enhance collaboration. While these changes could disrupt personnel, the consultant aims to mitigate job losses and intends to gather comprehensive data for informed decision-making.
- 15.5: Why It Matters- Organizational Change
- This page emphasizes the importance of organizational change for a company's survival and competitiveness, citing examples like Sears and Toys R Us that struggled due to competition and e-commerce. In 2018, many companies adapted strategically, highlighting the risks for those failing to manage change.
- 15.6: Introduction to Change Management
- This page emphasizes the importance of change management in organizational behavior, highlighting its role in helping businesses adapt to market and customer shifts. It focuses on the necessity of managing behavioral change involving people rather than just processes. Proactive identification of issues by managers is crucial for smooth transitions, and strong change management skills are vital for maintaining flexibility and competitiveness.
- 15.7: Forces of Change
- This page discusses how businesses must navigate constant changes due to various internal and external forces, emphasizing the importance of effective change management to stay competitive. It highlights examples like Harley-Davidson, Facebook, and Lowe's, showing how strategic changes can improve performance and customer satisfaction. Managers are urged to identify these forces and adapt to succeed in the long term.
- 15.8: Types of Change
- This page discusses organizational change, dividing it into planned and unplanned types, and evolutionary and revolutionary categories. Planned changes are intentional responses, while unplanned changes occur spontaneously. Evolutionary change is gradual, whereas revolutionary change is rapid. The impact spans technology, products, administration, and human resources. Resistance to change is common due to discomfort with new practices, making effective management of resistance crucial.
- 15.9: Resistance to Change
- This page examines resistance to change at organizational, group, and individual levels, detailing its detrimental effects. It identifies organizational inertia due to a lack of trust and innovation, discusses how group dynamics can impact change acceptance, and highlights individual fears stemming from uncertainty. To manage resistance effectively, the text recommends strategies including communication, collaboration, support, negotiation, and, if needed, coercion.
- 15.10: Models of Change Management
- This page outlines different models of change management including Lewin's three-step model, Kotter's eight-step plan, and Nadler's system model, highlighting their focus on urgency, interconnectedness, and systematic data collection. It also discusses action research for identifying change actions and organizational development for planned effectiveness, while emphasizing the importance of flexibility in crisis management to handle unplanned changes.
- 15.11: Introduction to Success and Failure in Change
- This page emphasizes the necessity of proactive change management in businesses. It highlights the importance of not only responding to change but also preparing for it. The text will analyze three contemporary examples of businesses undergoing change management and assess their outcomes, alongside preventive measures organizations can implement to effectively navigate changes in the current environment.
- 15.12: Crisis Management
- This page discusses the Volkswagen scandal, which involved the use of defeat software to evade emission standards. The revelation in 2015 caused sales and stock declines and led to legal trouble. In response, Volkswagen implemented crisis management strategies, emphasizing ethical practices under new CEO Dr. Herbert Diess. The company is shifting its focus towards electric vehicles and restructuring to improve decision-making and prevent future issues.
- 15.13: External Change Management
- This page examines Borders bookstore's decline, attributing it to its failure to adapt to technology and innovate. Despite strong inventory management, Borders invested primarily in music and outsourced online sales to Amazon, resulting in lost customers. Internal issues like high executive turnover and significant debt stifled its ability to respond to change.