copyright © 2002 by harcourt, inc. all rights reserved. topic 26 : the management of change by zhu...
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Copyright © 2002 by Harcourt, Inc. All rights reserved.
Topic 26 :Topic 26 :
The Management of Change The Management of Change
By Zhu Wenzhong By Zhu Wenzhong
Copyright © 2002 by Harcourt, Inc. All rights reserved.
• Explain the importance of managing change for Explain the importance of managing change for businesses businesses
• State the 4 general reasons for resistance to change State the 4 general reasons for resistance to change • State the 3 specific reasons for resistance to change State the 3 specific reasons for resistance to change • Explain the 3 basic stages of managing resistance to Explain the 3 basic stages of managing resistance to
change change • State the specific approaches to managing resistance State the specific approaches to managing resistance
to changeto change
LEARNING GOALSLEARNING GOALSLEARNING GOALSLEARNING GOALS
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The importance of managing The importance of managing change for today’s businesses change for today’s businesses The importance of managing The importance of managing change for today’s businesses change for today’s businesses • Businesses are now operating in a rapidly Businesses are now operating in a rapidly
changing markets and conditions.changing markets and conditions.• Pressure from competitors and various Pressure from competitors and various
external changes is forcing businesses to external changes is forcing businesses to respond to change and make changes to respond to change and make changes to their existing operations. their existing operations.
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Resistance to change in the Resistance to change in the business business Resistance to change in the Resistance to change in the business business
Figure: Reasons for resistance to changeFigure: Reasons for resistance to change
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Inertia, timing, surprise, peer pressure
Resistance to change
Self-interest, misunderstanding,different assessment
General resistance
Specific resistance
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General reasons to resistance to General reasons to resistance to change change General reasons to resistance to General reasons to resistance to change change
• The tendency to remain The tendency to remain unchanged. The old way unchanged. The old way of doing things are of doing things are comfortable and easy, so comfortable and easy, so people do not want to people do not want to change or try something change or try something new. new.
Inertia Inertia
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General reasons to resistance to General reasons to resistance to changechangeGeneral reasons to resistance to General reasons to resistance to changechange
• Poor timing may cause Poor timing may cause resistance. When resistance. When employees and employees and managers are in bad managers are in bad relations, the time to relations, the time to introduce change is not introduce change is not fit. fit.
Inertia Inertia
Timing Timing
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• Resistance may occur when the change is unexpected or sudden for employees. .
Inertia
Timing
Surprise
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General reasons to resistance to General reasons to resistance to changechangeGeneral reasons to resistance to General reasons to resistance to changechange
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• Individuals may resist a change when the team resists, even if the individual does not strongly oppose the change.
Inertia
Timing
Surprise
Peer pressure
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General reasons to resistance to General reasons to resistance to changechangeGeneral reasons to resistance to General reasons to resistance to changechange
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Specific reasons for resistance to Specific reasons for resistance to change change Specific reasons for resistance to Specific reasons for resistance to change change
• Individuals may resist a Individuals may resist a change if they feel it will change if they feel it will cause them to lose cause them to lose something. something.
Self-interest Self-interest
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Specific reasons for resistance to Specific reasons for resistance to changechangeSpecific reasons for resistance to Specific reasons for resistance to changechange
• Employees may resist Employees may resist a change because they a change because they do not fully understand do not fully understand its purpose or benefits its purpose or benefits even if it will benefit even if it will benefit them.them.
Self-interest Self-interest
Misunderstanding Misunderstanding
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• Employees and management may see the change and its advantages in a different way.
• Management may the change as increased efficiency while employees may see only the costs of it.
Self-interest
Misunderstanding
Different assessment
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Specific reasons to resistance to Specific reasons to resistance to changechangeSpecific reasons to resistance to Specific reasons to resistance to changechange
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Managing resistance to change Managing resistance to change Managing resistance to change Managing resistance to change
• Basic stages of implementing Basic stages of implementing changechange
• Specific approaches to managing Specific approaches to managing resistance to change resistance to change
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Basic stages of implementing Basic stages of implementing changechangeBasic stages of implementing Basic stages of implementing changechange
• Figure: Figure:
Unfreezing Moving Refreezing
Stage one Stage two Stage three
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Basic stages of implementing Basic stages of implementing changechangeBasic stages of implementing Basic stages of implementing changechange
• Unfreezing stageUnfreezing stage解冻解冻 Breaking from the old ways of doing things, Breaking from the old ways of doing things,
unfreezing the old organizational culture by unfreezing the old organizational culture by communicationcommunication
• Moving stageMoving stage 变动变动 Instituting or establishing the change, Instituting or establishing the change,
establishing a vision for change direction, and establishing a vision for change direction, and directing people to the changedirecting people to the change
• Refreezing stageRefreezing stage再冻结再冻结 Reinforcing and supporting the new ways, Reinforcing and supporting the new ways,
strengthening and supporting the change by strengthening and supporting the change by providing new control and rewarding systems providing new control and rewarding systems
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Specific approaches to managing Specific approaches to managing resistance to changeresistance to changeSpecific approaches to managing Specific approaches to managing resistance to changeresistance to change
• Education and communication Education and communication • Participation and involvement Participation and involvement • Facilitation and supportFacilitation and support• Negotiation and rewardsNegotiation and rewards• ForcingForcing 强迫强迫 and coercionand coercion 强制，强制，
威压
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Question for critical thinking Question for critical thinking Question for critical thinking Question for critical thinking
• What are the advantages and What are the advantages and disadvantages of each of the disadvantages of each of the specific approaches for managing specific approaches for managing resistance to change?resistance to change?
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