Ch16

Organizational Organizational Behavior, 9/EBehavior, 9/E

Schermerhorn, Hunt, and Schermerhorn, Hunt, and OsbornOsborn

Prepared by

Michael K. McCuddy

Valparaiso University

John Wiley & Sons, Inc.

Organizational Behavior: Chapter 16 2

Chapter 16 Study Questions

What is organizational change?

What change strategies are used in

organizations?

How is resistance to change best managed?

How do organizations innovate?

How does stress affect people in change

environments?


Study Question 1: What is organizational change?

Transformational change.– Results in a major overhaul of the organization

or its component systems.– Described as radical change or frame-breaking

change.– Organizations experiencing transformational

change undergo a significant shift in basic characteristic features.



Incremental change or frame-bending change.– Part of the organization’s natural evolution in

building on the existing ways of operating to enhance or extend them in new directions.

– Introduction of new products, new technologies, and new systems and processes.

– Continuous improvement through incremental change is an important asset.



Change agents.– Individuals and groups who take responsibility

for changing the existing behavior patterns of another person or social system.

– Success of change efforts depends in part on change agents.

– Being an effective change agent means being a great change leader.



Unplanned change.

– Occurs spontaneously and without a change

agent’s direction, and such change may be

disruptive.

– Appropriate goal is to act quickly to minimize

the negative consequences and maximize any

possible benefits.


Study Question 1: What is organizational change?Planned change.

– The result of specific efforts by a change agent.

– Direct response to someone’s perception of a performance gap.

• A performance gap is the discrepancy between the desired and actual state of affairs.

• Performance gaps represent problems to be resolved or opportunities to be explored.



Organizational forces for change.

– Organization-environment relationships.

– Organizational life cycle.

– Political nature of organizations.



Reasons for failure of transformational change.– No sense of urgency.– No powerful guiding coalition.– No compelling vision.– Failure to communicate the vision.– Failure to empower others to act.– Failure to celebrate short-term wins.– Failure to build on accomplishments.– Failure to institutionalize results.



Phases of planned change.– Unfreezing.

• Preparing a situation for change by disconfirming existing attitudes and behaviors.

– Changing.• Taking action to modify a situation by altering the

targets of change.

– Refreezing.• Maintaining momentum and eventually

institutionalizing the change.


Study Question 2: What change strategies are used in organizations?


Study Question 3: How is resistance to change best managed?

Resistance to change.– Any attitude or behavior that indicates

unwillingness to make or support a desired change.

– Alternative views of resistance.• Something that must be overcome for change to be

successful.• Feedback that can be used to facilitate achieving

change objectives.



Why people resist change.– Fear of the unknown.– Lack of good information.– Fear for loss of security.– No reasons to change.– Fear for loss of power.– Lack of resources.– Bad timing.– Habit.



Resistance to the change itself.– People may reject a change because they believe it is

not worth their time, effort, or attention.

– To deal with resistance to the change itself, all those affected should know how it satisfies the following criteria:

• Benefit.

• Compatibility.

• Complexity.

• Triability.


Study Question 3: How is resistance to change best managed? Resistance to the change strategy.

– Force-coercion strategy.

• Likely resistance among individuals who resent management

by “command” or the use of threatened punishment.

– Rational persuasion strategy.

• Likely resistance when the data are suspect or the expertise

of advocates is unclear.

– Shared-power strategy.

• Likely resistance if it appears manipulative and insincere.



Resistance to the change agent.

– Resistance to the change agent is directed at

the person implementing the change and often

involves personality and other differences.



How to deal with resistance.– Education and communication.– Participation and support.– Facilitation and support.– Negotiation and agreement.– Manipulation and cooptation.– Explicit and implicit coercion.


Study Question 4: How do organizations innovate?

Innovation.– The process of creating new ideas and putting them

into practice.

Product innovations.– The introduction of new or improved goods or

services to better meet customer needs.

Process innovations.– The introduction of new and better work methods and

operations.



Features of innovative organizations.– Strategies and cultures that are built around a

commitment to innovation.

– Structures that support innovation.

– Staffing with a clear commitment to innovation.

– Top-management support for innovation.


Study Question 5: How does stress affect people in change environments?

Stress.

– A state of tension experienced by individuals

facing extraordinary demands, constraints, or

opportunities.



Source of stress.

– Stressors.

• The wide variety of things that cause stress for

individuals.

– Types of stressors.

• Work-related stressors.

• Life stressors.



Work-related stressors.– Task demands.– Role ambiguities.– Role conflicts.– Ethical dilemmas.– Interpersonal problems.– Career developments.– Physical setting.



Life stressors.– Family events.

– Economic difficulties.

– Personal affairs.

– Individual’s needs.

– Individual’s capabilities.

– Individual’s personality.



Stress and performance.– Constructive stress (or eustress).

• Moderate levels of stress act in a positive way for both individuals and organization.

– Destructive stress (or distress).• Low and especially high levels of stress act in a

negative way for both individuals and organization.

– Job burnout.• A loss of interest in and satisfaction with a job due

to stressful working conditions.


Study Question 5: How does stress affect people in change environments? Stress and health.

– Stress can harm people’s physical and psychological health.

– Health problems associated with stress.• Heart attack.• Stroke.• Hypertension.• Migraine headache.• Ulcers.• Substance abuse.• Overeating.• Depression.• Muscle aches.

– Managers and team leaders should be alert to signs of excessive stress.


Study Question 5: How does stress affect people in change environments?Stress management.

– Stress prevention.• Taking action to keep stress from reaching

destructive levels in the first place.

– Once stress has reached a destructive point, special techniques of stress management can be implemented.

– Stress management.• Begins with the recognition of stress symptoms

and continues with actions to maintain a positive performance edge.



Stress management (cont.).– Personal wellness.

• Pursuit of one’s job and career goals with the support of a personal health promotion program.

– Employee assistance programs.• Provide help for employees who are experiencing

personal problems and related stress.


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Ch16

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