PSYCH 111 : Organizational Change.doc
Document Summary
Coaching change at um: new um football coach: rich rodriguez. Changing agent: 2 forces: driving force, resistant force: developed by kurt lewin over 50 years ago. Helps change agents diagnose forces that drive & restrain proposed organizational change: two opposing forces. Driving forces: forces that push organization towards a new state of affairs. Restraining forces: forces that are resistant to change , maintains status quo, survey of executives. 40% identify employee resistance as most important barrier to corporate restructuring/improved performance. Resistance to change is the major difficulty to change in organization 50 % Saving face (e. g. , political strategy, fail of previous project?) Fear of the unknown (e. g. , can"t adjust, what will happen?) Incongruent team dynamics (e. g. , conformity to old norms) Change agent produces disequilibrium between driving & restraining forces. Systems & conditions are introduced that reinforce & maintain desired behaviors. Create urge for change: motivation, know the need of change.
