Documentos de Académico
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Organization
Change and
Development
Chapter Objectives
Summarize four dominant forces for change
in organizations.
Describe the process of planned organization
change as a continuous process.
Discuss several approaches to organization
development.
Explain organizational and individual sources
of resistance to change.
Identify six keys to managing successful
organizational change and development
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Technology
Technology development is increasing so rapidly
in almost every field making it difficult to predict
which products will dominate 10 years from now.
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Competition
Most markets are international because of
decreasing transportation and communication
costs. The Internet is creating new opportunities
overnight.
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Table 15.1
Pressures for Organizational Change
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Organization Development
The process of planned change and improvement
of an organization through the application of
knowledge of the behavioral sciences.
First, organization development involves attempts to
plan organization changes, which excludes
spontaneous, haphazard initiatives.
Second, the specific intention of organizational
development is to improve the organization.
Third, the panned improvement must be based on
knowledge of behavior sciences such as organizational
behavior, psychology, sociology, and related fields
rather than financial or technological considerations.
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Reengineering
Changing the way tasks are divided into jobs
Combining jobs into departments and divisions
Rearranging authority and reporting relationships
Dividing large groups into smaller ones
Moving from functional departmentalization to a
system based on products or geography
Moving from a vertical or functional design to a
matrix or a team-based design
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Survey Feedback
Techniques used to form the basis for a
change process; data are gathered,
analyzed, summarized, and returned to
those who generated them to identify,
discuss, and solve problems
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Resistance to Change
Resistance to change can come from the
organization, the individual, or both.
Organizations both promote and resist
change.
As an agent of change, the organization asks
prospective customers to change their purchasing
habits by buying its products or services, and asks
clients and suppliers to change to accommodate
other firm objectives.
An organization resists change in that its structure
and control systems protect the daily tasks of
producing a product or service from uncertainties
in the environment.
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