MGST 391 Lecture Notes - Force-Field Analysis, Bargaining Power, Brainstorming
28 Apr 2013
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Chapter 19 & 20 : change management and changing environment. Change is small and gradual whereas transformation is crucial and significant. Change in rules and procedures (e. g. smoking) Determine need/desire for change in a particular area. Make a final decision (coercive or adaptive) Type of change (coercive, adaptive or managed resistance change) Reaction of people (acceptance, indifference, passive resistance, active resistance) Driving and restraining forces (force field analysis) It is an interplay of restraining and driving forces that keeps things in equilibrium. Reasons and results of change should be circulated. Change must be sold to people concerned. Physiological effect (e. g. pattern of shift working affect eating, walking and sleeping habits) Circumstantial effect (e. g. working environment and working relations) Effect on self concept (new psychological contract, uncertainty affects sense of competence) Psychological effect (e. g. feeling of disorientation, insecurity, risk of rejection, feeling of misfit) Speed, innovation, flexibility, concern for survival and customer disappeared.
