Organisation change what is it?

We need to ask The Question "why do organisations deliberately change things?" If we ask this question we will arrive at a list of positive and negative reasons. A useful model to help us focus this information is the work of Porter, Lawler and Hackman. They propose that organisation

Change can be seen at three places in the organisation: Change in the Structure and system Change in the climate and style (culture) Change in the people

But CHANGE is not always successful - Kotter identifies a whole series of reasons why individuals are resistant to change

Attitudes to change can be difficult to change!

Energy
Well poisoners Good eggs (change agents)
Brain dead Observers

Attitude

There are lots of well poisoners and observers out there!

so we can try to introduce change in attitudes

Values and change
Efficiency to enterprise
Self-control to self-expression
£ to Euro

Or, do the attitudes go all the way back to childhood and the way we have been treated? Certainly repetition can control behaviour - see McGregor

McGregor Theory X and Theory Y
Outcome is DISTRESS
- can be a pattern eg increased drinking/smoking/inappropriate behaviour
Can lead to DISCHARGE
- non epetitive talking/ laughing/ crying

What then are our strategies???

Tom Peters has a nice list

• develop and accept deviants, mavericks and revolutionaries'
• abolish 'not invented here'
• support failure and learn from it
• set innovation goals

A further, simple method is Counselling - by listening to people and their concerns and by communication with people. All those years ago Elton Mayo discovered the benefits of talking to people and INVOLVING them in what is going on!!

TRAINING
How do you make training out of change? Each intervention needs to be tailored to the organisation and the people - and that is the approach we would recommend. However, our approach at JRK Consultants might look something like this.

OVERVIEW

• Vision and strategy

• Personality and behaviour
• Understanding Individual differences
• Self -Motivation
• Competencies
• Learning

Module two
OTHERS (and team)

• SDI
• Diversity
• Relationships

Module Three
CHANGE

• The process of change
• Personal response to change = Transition curve
• Organisation response - end - transition zone - beginning
• Organisational learning

Please follow this link for a pdf file of the Managing Change Course Programme .To view this figure you need to have Adobe Acrobar Reader installed. If not installed on your computer you can download a free reader from Adobe.

For more information or to book a workshop email TRANSITION@jrkconsultants.co.uk