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Organizational Change: Mcshane/Von Glinow M:Ob 3E
Organizational Change: Mcshane/Von Glinow M:Ob 3E
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Organizational Change
Restraining forces
Resistance to change – employee
behaviors that block the change process
3. Not-invented-here-syndrome
Employees resist change originating from
others when in their own sphere of
responsibility
Preserve self-esteem by allowing others’
ideas to fail
6.Incongruent organizational
systems
Systems/structures reinforce status quo
Rewards, information systems, patterns of
authority, career paths, selection criteria
2. Learning
Provides new knowledge/skills
Includes coaching and other forms of learning
Helps break old routines and adopt new roles
Problems: potentially time consuming and costly
4. Stress management
When previous strategies do not minimize stress enough
Potential benefits
More motivation to change
Less fear of unknown
Fewer direct costs
Problems: time-consuming, costly, doesn’t help all
6. Coercion
When all else fails
Assertive influence
Radical form of “unlearning”
Problems
Reduces trust
May create more subtle resistance
Encourage politics to protect job
Guiding coalition
Representatives across the firm
Influence leaders – respected
2. Constructionist principle
conversations shape reality
3. Simultaneity principle
inquiry and change are simultaneous
4. Poetic principle
we can choose how to perceive situations (glass
half full)
5. Anticipatory principle
People motivated by desirable visions
© 2016 McGraw-Hill Education. All rights reserved 16 McShane/Von Glinow M:OB 3e
Four-D Model of Appreciative Inquiry
Ethical Concerns
Privacy rights of individuals
Management power
Individuals’ self-esteem
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Organizational Change