MGT531 XXXXXXXXXXInstructor: Dr. Hyoun Sook Lim Based on chapter 16, lecture, and the article posted on Blackboard (Baulcomb (03,JNM)_Management of change through force field analysis), please answer...

Ch 16 online assessment


MGT531 Instructor: Dr. Hyoun Sook Lim Based on chapter 16, lecture, and the article posted on Blackboard (Baulcomb (03,JNM)_Management of change through force field analysis), please answer following questions. ========================================================================================== Step 1. Define the problem and the change objective • Choose and explain the current situation (either work-related or personal situation) that is unacceptable or needs change. • Define the desired outcome of the change - What is the desired situation that would be worth working toward? Be as specific as possible. Using the Force Field Analysis diagram given below, Force Field Analysis Diagram Desired outcome of the change:_________________________________________________________ Score Driving Forces   Restraining Forces Score • • • • • • • • • • • • ____  Total score of driving forces Total score of restraining forces  ____ Step 2. Determine the driving forces (positive forces for change) and restraining forces (obstacles to changes). • Driving forces - What are the factors or pressures that support change in the desired direction? • Restraining forces - What are the factors or pressures that resist the proposed change and maintain the status quo? Think about these as broadly as possible. These may include feelings, social pressures, physical resources, financial factors, personality factors, etc. MGT531 Instructor: Dr. Hyoun Sook Lim Step 3. Rate the relative strength of the forces using a scale ranging from 1 to 5 (1 being a weak force, and 5 a strong force). Step 4. Convert the analysis into an action plan – strengthening driving forces and weakening restraining forces. • Based on your analysis in step 2 and 3, choose the one or two forces on each side that appear to be pushing hardest for change or resisting it most strongly. These are the forces that should receive most attention. • Using the table below, create an action plan. The table help you clarify what needs to be done, how it needs to be done, who is responsible, and the due dates you need to be concerned about, etc. Strategy Action Responsibility How? What? By Who? When? Chapter 11 Organizational Change Hyoun Sook Lim • Identify approaches to organizational change and the reasons why people are resistant to change. Learning Objectives 2 Organizational Change 3 Transformational change Incremental change Organizational Change 4 Top-down change Bottom-up change 5 Force Field Theory Step 1. Define the desired outcome of the change. Step 2. Determine the driving and restraining forces and rate the forces from 1 to 5. 6 A Tool used for Force Field Analysis Desired outcome of the change:_______________________________ Score Driving Forces   Restraining Forces Score • • • • • • • • • • • •  Total score of driving forces Total score of restraining forces  Step 3: Convert the analysis into an action plan. Step 4: Implement the plan. 7 A Tool used for Force Field Analysis_cont’d Strategy Action Responsibility How? What? By Who? When? • Three stages of planned change Organizational Change 8 Unfreezing Change Refreezing Why people resist change? 9 Disrupted habits Fear of the unknown Loss of control Loss of confidence Poor timing Work overload Lack of purpose • Three stages of planned change Organizational Change 10 Unfreezing Change Refreezing 11 Six Strategies for Overcoming Resistance to Change Organizational Change Learning Objectives Organizational Change Organizational Change Force Field Theory A Tool used for Force Field Analysis A Tool used for Force Field Analysis_cont’d Organizational Change Why people resist change? Organizational Change Six Strategies for Overcoming Resistance to Change