ADMS 1000 Chapter Notes - Chapter 9: Scott Paper Company, Interpersonal Communication, The Need

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23 Feb 2011
Readings- Chapter 9
Forces for Change
1.Economic Change
Is the economy healthy or weak?
Downsizing is more likely in lean times than rich
Changes also effect employer-employee relationships; lifetime employment doesnt occur
Part-time & temporary work is more common
Pattern of career movement within an organization more flatter hierarchies
2.Competitive Change
Competition will always be there; understanding what to do next is critical
Organizations must adapt to change as markets get faster-growing & theres more
Organizations must constantly be creating new & better methods for serving customers
3.Technological Change
Technology is always changing
It brings threats & benefits (flexibility telework)
4.Legal/Political Change
Deregulation & privatization are governmental changes on business strategy
Increased emphasis on organizational justice how employees are treated
There are more laws based on fairness
Compensation pay equity among different people
Merit-based pay & pay-for-performance
5.Societal Change
Businesses must adapt to societies & changes they undergo
Ie, aging population is in demand for health care
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Increasing education level at work has created changes knowledge work
6.Global Change
Globalization affects people around the world
borderless corporations
Why do Organizations Resist Change?
Most organizations find it difficult to adapt to change; some die out because of it
Organizations are based on stability in its operations & functions
Changes to structural features disrupts an organizations routines & can affect its
reliability & accountability
Change can be disruptive, costly & rarely successful
We are lead by a machine bureaucracy tasks that are simple & repetitive, the machine
bureaucracy is suitable because of rules, the standardization of tasks, & efficiency
Types of Change
1.Developmental Change
Attempts to improve upon what the business is currently doing, rather than creating
something completely new
This may include the improvement of existing skills, processes, methods, performance
standards or conditions
Ie, increasing sales or quality of goods, interpersonal communication training, simple
work process improvements, team development & problem solving efforts may be
considered forms of developmental change
2.Transitional Change
This replaces what already exists with something new & requires the organization to
depart from old methods of operating while the new state is being established
Ie, reorganizations, simple mergers or acquisitions, creation of new products/services, &
information technology implementations that dont require a huge shift in culture or
2 factors that distinguish transitional from transformational a) its possible to
determine the final destination or state in detail before the transitional change is
implemented; this permits the change to be managed. B) transitional change impacts
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