OD Defined OD is an effort…

Planned Organization-wide Managed from the top, in order To increase organizational effectiveness, through Planned interventions in organizational processes,

using behavioral-science knowledge

Forces ForForces ForChangeChange

Workforce

Competition

WorldPolitics

Technology

SocialTrends

EconomicShocks

Attitude Toward Change

Desirable Accept change as

inevitable Proactive

Not Desirable Feel threatened by

change Reactive

Managing Planned ChangeManaging Planned Change

First-Order First-Order ChangeChange

First-Order First-Order ChangeChange

IncrementalIncrementalIncrementalIncremental

LinearLinearLinearLinear

ContinuousContinuousContinuousContinuous

Second-Order Second-Order ChangeChange

Second-Order Second-Order ChangeChange

MultilevelMultilevelMultilevelMultilevel

RadicalRadicalRadicalRadical

DiscontinuousDiscontinuousDiscontinuousDiscontinuous

What Can Change Agents Change?What Can Change Agents Change?

PhysicalSetting

Structure

People

Technology

However…….

StructurePhysicalSetting

Technology People

Resistance to Change

SelectiveInformationProcessing

Fear of the Unknown

Force ofHabit

Need forSecurity

Economic Factors

Individual Individual

Resistance to ChangeResistance to Change

OrganizationalOrganizational

Threat toExisting

Relationships

Threat toExisting

Allocations

StructuralInertia

LimitedFocus

of ChangeThreatto Expertise

Group Inertia

Education andEducation andCommunicationCommunicationEducation andEducation and

CommunicationCommunication ParticipationParticipationParticipationParticipation

NegotiationNegotiationNegotiationNegotiation FacilitationFacilitationand Supportand SupportFacilitationFacilitation

and Supportand Support

CoercionCoercionCoercionCoercionManipulationManipulationand Cooptationand CooptationManipulationManipulation

and Cooptationand Cooptation

Overcoming Overcoming Resistance to ChangeResistance to Change

Overcoming Overcoming Resistance to ChangeResistance to Change

Unfreezing Changing Refreezing

Lewin’s Three-Step Process

Organizational Change

Unfreezing the Status QuoUnfreezing the Status QuoUnfreezing the Status QuoUnfreezing the Status Quo

Desired State

Status Quo

RestrainingForces

Driving Forces

Time

Action Research ProcessAction Research Process

One:One:

DiagnosisDiagnosisOne:One:

DiagnosisDiagnosis

Two:Two:

AnalysisAnalysisTwo:Two:

AnalysisAnalysis

Three:Three:

FeedbackFeedbackThree:Three:

FeedbackFeedback

Four:Four:

ActionActionFour:Four:

ActionAction

Five:Five:

EvaluationEvaluationFive:Five:

EvaluationEvaluation

Five OD Interventions

Intergroup development

Process consultation

Sensitivity training

Survey feedback

Team building

Managing Change: It’s Culture Bound!

• Is change possible?

• How long will it take?

• Does culture influence resistance?

• Does culture influence implementation?

• Does culture influence idea champions?