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Managing Change and Conflict

Change: Orgaizational and Individual Perspective

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Change: Orgaizational and Individual Perspective
Overcoming Resistance to Change
Making Change Happen
Managing Conflict
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By Erin Starsja,

Types of Organizational Change

 Anticipatory changes: planned changes based on expected situations.

 

Reactive changes: changes made in response to unexpected situations.

 

Incremental changes: subsystem adjustments required to keep the organization on course.

 

Strategic changes: altering the overall shape or direction of the organization. 

 

Tuning

- The most common, least intense and least risky type of change.

- Also known as preventive maintenance and kaizen (continuous improvement).

- Key is to actively anticipate and avoid problems rather than waiting for something to go wrong.

 

Adaptation

- Incremental changes that are in reaction to external problems, events, or pressures.

 

Re-Orientation

- Change that is anticipatory and strategic in scope and causes the organization to be significantly redirected.

     - Also called “frame bending” (Nadler and Tushman).

 

Re-Creation

- Intense and risky decisive change that reinvents the organization.

     - Also called “frame breaking” (Nadler and Tushman).

 

Individual Reactions to Change
 

How People Respond to Changes They Like

    

Three-stage process

     - Unrealistic optimism

     - Reality shock

 - Constructive direction

 

How People Respond to Changes They Fear and Dislike

     Stages      

       - Getting off on the wrong track

       - Laughing it off

       - Growing self-doubt

       - Buying in

       - Constructive direction

 

Kreitner, Foundations of Management, Ch - 14