Week 4 - Organizational Change
Objective: The objective for this weekend is to discuss the fundamentals of organizational change and some strategies that have been developed to deal with change.

This weekend we will be discussing the concepts of organizational change and organizational career development (which is actually a component of organizational change - dealing with how you personally change). The information builds upon the information presented in the leadership and motivation discussion last weekend. The information presented in the text (Chapter 17) provides some good basic information about change concepts in the organization. The information presented below in the Power Point charts offer an individual change perspective.

Hopefully you will find the information interesting and worthwhile for you own career development in your current or future organization.
Although there is no specific chapter dealing with career development, it is an important "organizational behavior" to learn about. If you understand how careers develop in organizations you will be able to fit into the culture and structure of the organization. The information below provides information not only about how careers develop in an organizationo but also offers suggestions about how different types of careerists are (or should be) managed in an organization. You will see how the different roles and personalities discussed in the course are applied.

The assessments provided during this weekend will help you discover what career stage you are currently working in and suggest what type of transitions you may need to make in order to advance in your career (in your organization or in another). The surveys will also help you to discover what type of careerist you are.

Power Point

This one slide shows the affect that missing components will have on successfull change.

This Power Point presentation illustrates the comparisons between the Spencer & Adams Model and the Bissel Model of change stages discussed in class.

This is a brief based upon a book entitled Your Attitude is Showing: A Primer of Human Relations by Elwood Chapman and Sharon Lund O'Neil. The information is from Chapter 14 "Succeeding in a New Job or Assignment." I highly recommend the book - it will make you more aware of yourself and how you interact with people. Easy reading!

This is a key presentation based upon John Kotter's book Leading Change. Kotter, who is one of the recognized experts on business leadership and change, outlines his eight stage process for creatiing change in an organization. I highly recommend reading his book for a good perspective on the steps one should take when they face change in their organizations.

This is a presentation that combines the theories (concepts) of several organizational change theorists. It focuses on different types of change that occur in organizations (structural, behavioral and technological) and highlights trends as well as methods to minimize resistance to change. Included are Rosabeth Moss Kanter (from her book entitled Change Masters), Kurt Lewin, Noel Tichy and other that are mentioned in your text.

This is an article that has several graphs that show how successful companies were with change in their organizations.

This Power Point presentation identifies the four career stages one goes through in any organization. it is based upon Gene Dalton and Paul Thompson's book entitled Novations. This is another book I highly recommend that you read if you are interested in how careers develop in organizations.

This iniformation is based upon Brooklyn Derr's book by the same name as the Power point Presention. As you listen to the discussion of the different personalities that are usually found in organizations, you will be able to start identifying who (by name) in your organization falls into what category. you will even be able to identify where you fit. However, as we get older our perspectives and interests change - this changes our career orientation. Do you know where you are now? If you are older and have been working for a few years, where were you a few years ago?
Reading References


This contains some brief notes from the book Life changes by Sabina Spencer and John Adams - this information was briefly presented in class.

This contains notes on Rosabeth Moss Kanter's book Change Masters.

This contains some information on how other theorists approach change. We will not cover all of these in the class, however you may find some of them interesting and applicable when it comes to exam time.

This file contains some additional information about the information presented in the Power Point slides.

This is a short (1 page) article about how the Dakota indians view change. I think you will see that some people in your organization use these same strategies. You will probably find a lot of humor in this one!

This is an interesting article on the book Who Moved My Cheese. It stresses the need for keeping change directions simple enough for everyone to understand. As you read through this article think about the information presented early in the term about Managing Agreement (James Harvey).

These are some notes that provide some detail on John Kotter's strategies of change. This is correlated to the Power point presentation.

This file provides an overview of the theory of the four stages presented in class.
It summarizes the information in the Novations text written by Dalton and Thompson.

This file provides some notes about the career stage theory presented in class.

This is a personal assesment that you can take to determine what career stage you are in.
This is taken from th Novations text.

This is another assessment to see what is your basic career orientation. It is based upon the work of Brooklyn Derr form his book Managing the New Careerist.
Student Comments:
Doretha Knowles - Re: Changing Careers
A great article from USAToday entitled, "Midlifers Live Their Dreams By Changing Careers"

Mitsie Miller: CHANGES

Its amazing how changes can affect ones life depends on how its implemented. If a change is gradually implemented, with employees being educated, constantly informed and move along with the change process, often time the organization encounter little or no major effects. However, on the other hand, if it is thrust upon employees, even though it may be for their benefit and the best interest of the organiztion it can be rejected from the inception. Therefore, I feel to prevent organization disaster and employees rejection of change, it must be implemented in processes, step my step. Give employees time to accept stage one and digest it, before moving on to stage two.

Sandia Eugene:bissell

The video managing change and transitions was very interesting by Dr. Bissell. I didnt realize just how true the phases were until there were actucal changes made in my work place recently. The reactions to this change was visible and consistent with what bissell has said. I would not have normally noted such behaviors by employees but after viewing the video about change, it seems i am now more aware and awaiting a reaction to compare it to bissell's theory. I realized even after viewing both videos on the abilene paradox and change, that these are practical theories and the exist to help people identify and deal with issues, be it personal or professional.

Alexandria Seymour: Bissel

Looking back at what Bissel said I have to completely agree. Managers need to be more open and less secretive when it comes to informing employees about organizational changes. Too many times employees have been put in a state of panic and tension because managers are not honest with them with what they know. Employees know that managers cannot tell them everything, but management should try and keep employees as informed as they could so to avoid creating unproductive atmoshpere. It was surprising to realize that it is quite true, an employee can be unhappy and grieving but still productive. I don't think they will be as effective at their job as they would be if they were more happy and stable, but I agreed with Bissel, unhappiness with ones job is no reason to do no work at all, but then it creates a quandry, what if the changes will have a negative efffect on me and I need to show management just how much, yes I will do my job, but then my productivity will go down. This is the only point I wished he would have elaborated more on, what about Union issues and job conduct, how would he explain that not because a Union is taking a particular stance is that any reason to react a certain way, I get the feeling from some of his statements that he is talking about a non-unionized firm, how would his model and theory be applied to a unionized firm where external forces can help control and at times do control internal conditions?

Tanisha Strachan: Ben Bissell

I can appreciate my emotions more now that I know that what one goes through when there is change, is normal. I am currently experiencing alot of change at work that I am not happy about. I have moved beyond the shock, full of emotions and bargaining stage. I am depressed about the changes that are occuring in my organization, because I can not see the silver lining it any of it. I will continue to monitor myself though, because Bissell said one should not get stuck, therefore I have about a year left to go. lol

Elkin Sutherland: General View on change

I have one recommendation; whether you are a manger, or an employee, change is inevitable therefore one must always be ready to accept a “paradigm shift”. “Who Moved My Cheese” is a great read it's a novel of change and complacency.

Elkin Sutherland on change: "Change is EVERYWHERE"

I was glancing through cable channels the other day and I looked at Sesame Street and my emotions were bombarded with one of Dr. Ben Bissell’s stages associated with change. I have witnessed a paradigm shift. A black African American man with cornrows (braids) with pierced ears singing about fruits….. I also saw “the Cookie Monster” eating fruits. Then I witnessed one of the puppets singing a song with a reggae beat and proclaiming the word reggae in his song…………. Then a renowned reggae artist song was played with kids dancing………..Then I witnessed another puppet on a camel dressed as Arabic…….. I don’t know what to say but accept the paradigm shift. One word shock!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!

Jordanna Wring: Dr. Bissell video on change really helped me to understand what is going on in my current company. Being a new employee i came in after the change had already occured. I noticed that some employees seemed to be in the bargaining phase while others were stuck in the depressional phase and a few in the acceptance phase. I would sometimes hear employees ask each other if they think we would have to adjust to the change right then or maybe they could prolong the change happening. While other employees who were stuck in the depression phase just simply miserable, complaining etc. Then other employees have accepted the change and decided to be grateful for a job and are "riding the train!" The video helped me understand what was going on within my organization without anyone having to tell me!