Organizational Diagnosis and Models of Planned Change Lecture 2

McGraw-Hill/Irwin

Copyright 2009 by The McGraw-Hill Companies, Inc. All rights reserved.

Diagnostic Tools
Diagnostic Tools Images of Managing Change Advantages of diagnostic tools

Diagnostic Models: -Organization -Components

The image of the change manager has an impact on the types of tools that may be used. The different images highlight the range of reasons why tools like these may be utilized they illustrate the numerous ways change can be interpreted.
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Readiness for Change

Images of Managing Change

Diagnostic Tools Images of Managing Change
Images Diagnostic Tools Using diagnostic tools to build up your own knowledge base and confidence about what needs to change by using models that specify relationships among variables and pinpoint where change is needed when things are not going well.

Director

Navigator
Advantages of diagnostic tools Caretaker

You will find the diagnostic tools attractive; models are ways of mapping the environment they describe.
You will be less convinced of the capacity of the diagnostic tools to support radical change, but several of the tools (see, e.g., PESTEL and scenario analysis) provide insights into the trends in the external environment that you will have to take into account.

Diagnostic Models: -Organization -Components

Coach
Interpreter

You will focus on the diagnostic tools that highlight the goals being sought and the competencies needed to attain them
You will be attracted to the diagnostic tools that emphasize images, framing, and cognitive maps Having an interest in emergent strategy, you may remain unconvinced as to the value of such diagnostic tools.
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Readiness for Change

Nurturer

IMAGES OF MANAGING CHANGE

CONTROLLING INTENDED SHAPING

Director

Coach

PARTIALLY INTENDED

Navigator

INTERPRETER

UNINTENDED

CARETAKER

NURTURER

Advantages of Diagnostic Tools

Diagnostic Tools Images of Managing Change Advantages of diagnostic tools

Diagnostic Models: -Organization -Components

Readiness for Change

Simplify a complex situation. Identify priorities for attention. Highlight interconnectedness of various organizational properties (e.g., strategy and structure). Provide a common language with which to discuss organizational characteristics. Provide a guide to the sequence of actions to take in a change situation.
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Diagnostic Models: Organization

Diagnostic Tools Images of Managing Change Advantages of diagnostic tools

Six-box organizational model:

The key focus here is on six variables purpose, structure, rewards, helpful mechanisms, relationship and leadership. This model is useful to maintain awareness of all areas for consideration even though one variable may be identified as the main area for attention.

Mckinseys 7-S framework:

The 7-S framework: this focuses on seven key components that affect organizational effectiveness structure, systems, style, staff, skills, strategy and superordinate goals. The interconnectedness of these variables is vital to the success of change.

Diagnostic Models: -Organization -Components

Star model:
An organization is effective when the five components of organizational design strategy, structure, processes and later capability, reward systems and people practices are in alignment.

Readiness for Change

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Contemporary models of organizational effectiveness

McKinseys 7-S framework (Problem solving approach)

Diagnostic Models: Organization

Diagnostic Tools Images of Managing Change Advantages of diagnostic tools

Congruence model:
The organization is broken down into four components task, individuals, formal organizational arrangements and informal organisation. This is influenced by the context where the strategy is formulated and the output is then the performance of the organization.

Burke-Litwin model:
This model identifies the transformational external environment, mission and strategy, leadership and organizational culture - and transactional sources of change.

Diagnostic Models: -Organization -Components

Four frame model:

This offers four frames for the managers to conceptualize how the organization operates. These frames are structural, human resource, political and symbolic frames.

Readiness for Change

Diagnosis by image:
This technique allows organizational members to use images to describe the organizations and this can be used as a basis for discussion.
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Diagnostic Models: Components

Diagnostic Tools Images of Managing Change Advantages of diagnostic tools

PESTEL Framework:
This analyses the external environment in terms of six factors political, economic, social, technological, environmental and legal.

Scenario analysis:
Creating stories of possible future scenarios that are considered to be vital to the future of the organization

Gap analysis
This is a tool used for reviewing the organizations position based on where they are and where they want to get to.

Elements of strategy
These are five elements of strategy that are considered mutually reinforcing arenas, vehicles, differentiators, staging and lowest costs through scale advantage. Any misalignment of these signifies the need for change.

Diagnostic Models: -Organization -Components

Strategic inventory
This aims to identify the strategic assumptions of managers and determine their consistency with the business environment. This determines whether the strategy should be a focal point for change.
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Readiness for Change

Diagnostic Models: Components

Diagnostic Tools Images of Managing Change Advantages of diagnostic tools

Newsflash exercise:
This is an exercise that encourages managers to be very specific and succinct about change and clearer about the intended outcomes.

Cultural web:
This provides a way of mapping the organizational culture through seven elements paradigm, rituals and routines, stories, symbols, control systems, power structures and organizational structure

Structural dilemmas:
Six possible structural dilemmas that can be encountered during change are diagnosed so areas that have been traded-off during the change process can be identified

Diagnostic Models: -Organization -Components

The Boundaryless Organization:

Success is arguably achieved only if four types of organizational boundaries are diagnosed and reduced. These are vertical, horizontal, external and geographical boundaries.
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Readiness for Change

Cultural web

Readiness for Change

Diagnostic Tools Images of Managing Change Advantages of diagnostic tools

Assessing the organization's readiness to change can be a mediating variable between change management strategies and the outcomes of desired strategies. A perchance audit of the readiness of an organization for change can provide an indication of the likely outcome of a change initiative at a particular point in time. Some ways of doing this include:
Questionnaires Stakeholder analysis: This focuses on the position of stakeholders in the change process and allows the manager to be better informed of how to confront potential issues. Force-field analysis: This identifies factors that are driving forces for change as well as restraining forces.
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Diagnostic Models: -Organization -Components

Readiness for Change

Models of Change

To describe and compare major perspectives on changing organizations.

To introduce a General Model of Planned Change that will be used to organize the material presented in the book.

To describe how planned change can be adopted to fit different kinds of conditions. Cummings & Worley,9e 2-13

(c) 2008 South-

Lewins Change Model

Unfreezing Movement Refreezing
Cummings & Worley,9e (c) 2008 South2-14

Action Research Model

Problem Identification Consultation with a behavioral scientist Data gathering & preliminary diagnosis Feedback to Client
Cummings & Worley,9e (c) 2008 South2-15

Joint diagnosis

Joint action planning

Action Data gathering after action

Positive Model
Initiate the Inquiry

Inquire into Best Practices

Discover Themes

Envision a Preferred Future

Design and Deliver Ways to Create the Future

Cummings & Worley,9e (c) 2008 South2-16

Comparison of Planned Change Models

Similarities
Change preceded by diagnosis or preparation Apply behavioral science knowledge Stress involvement of organization members Recognize the role of a consultant

Differences
General vs. specific activities Centrality of consultant role Problem-solving vs. social constructionism
Cummings & Worley,9e (c) 2008 South2-17

General Model of Planned Change

Entering and Contracting

Diagnosing

Planning and Implementing Change

Evaluating and Institutionalizing Change

Cummings & Worley,9e (c) 2008 South-

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Different Types of Planned Change

Magnitude of Change
Incremental Quantum

Degree of Organization
Over organized Underorganized

Domestic vs. International Settings

Cummings & Worley,9e (c) 2008 South2-19

Critique of Planned Change

Conceptualization of Planned Change
Change in not linear Change is not rational The relationship between change and performance is unclear

Practice of Planned Change

Limited consulting skills and focus Quick fixes vs. development approaches
Cummings & Worley,9e (c) 2008 South2-20