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chapter 8 management

change and innovation

organizational change the adoption of a new idea or behavior by an organization
forces of change external and internal environment EX- customers, competitors, technology, economy, globalization, international events IN-internal activities and decisions strategic planning production inefficiencies
organizational change the adoption of a new idea or behavior by an organization (changing things- products, process vs people-people organizational culture)
product change change in organizations product or service outputs, primary way organizations adapt to changes in the markets technology and competition
technology change change in organizations production process
people change a change in the attitudes and behaviors of a few people in the organization
culture change a major shirt in the norms, values, attitudes, and mind-set of the entire organization
approaches seek efficiencies- cut costs improve producvitivy reinvent, create, innovate- fundamentally rethink business and production
what do succesfull environemnts do? adapt to new situations, continually innovate, profitable and admirable
organizing for innovation loosely structured; curious and playful environment; overlap in work; grassroot projects; open space; socialize employees
organizational behavior human behavior in organizational contexts (individuals groups and whole organizations)
Organizational development the application of behavioral science techniques to improve an organizations health and effectiveness through its ability to cope with environmental changes improve internal relationships and increase learning and problem colving capabilities
types of organizational development training and development team building data collection/ surveys large group intervention
resistance to change self-interest, lack of understanding and trust, uncertantit, different assessments and goals
principles to live by resistance to change is natural, loss aversion, status quo bias
force field analysis managers should identify and analyze forces that drive for change and forces that resist change
kurt lewin change is the result of the competition between driving forces( motivation to change) and restraining forces (carriers to change)
implementation communicate and edcation, involve employees, negotiate, coercion, seek top management support
changing the intervention stage of organization development in which individuals experiment with new workplace bhavior
performance gap a disparity between existing and desired performance levels
Created by: kolby19