ـJones+Ch10+Type+&+Forms+of+Org.+Change

=CHAPTER 10 TYPES AND FORMS OF ORGANIZATIONAL CHANGE = Chapter Summary Presentation  Also in Arabic [|ادارة التغيير منتدى مخيم عين الحلوة]   [|Dr. Samir Bata explains the need and the power of addressing the (why), how to use it and it's positive impact]  TEACHING OBJECTIVES 1. To define organizational change as the process by which organizations reach their desired goals. (10.1) 2. To examine the various targets of change. (10.1) 3. To discuss both the forces for change and the resistances to change. (10.2) 2. To contrast the revolutionary and evolutionary approaches to change. (10.3) 4. To explain Lewin’s force field theory of change. (10.4) 5. To explain and apply the basic steps of action research. (10.4) 6. To examine the various components of organizational development. (10.5) --- Most of us are averse to change--we tend to prefer to do things in the way in which we are used to doing them. Unfortunately for us everything around us is changing, sometimes very slowly and sometimes quicker than we would like, sometimes bringing us new experiences we enjoy and at other times those we would prefer to avoid. This is more than ever true for organisations. Recent years have seen the introduction of so many changes to industry and commerce--new materials, technology, speed of travel, telecommunications, social perceptions, political re-grouping, globalisation, and international competition--that few, if any, organisations can claim not to have been pressured into some form of change. The problem is the conflict that all change embraces. Change may be necessary but our natural aversion to it immediately creates conflicting pressures. Failure to recognise and address these conflicts is the main reason why change initiatives, often positive and beneficial for most of those involved, often do not produce the gains, growth and security anticipated. That is what this book is about--helping you to understand the conflicting influences and encouraging the processes that will help you to implement and manage change effectively! Brian B. Brown, easy step by step guid to managing change. <span style="display: block; font-family: 'Times New Roman'; font-size: 11pt; margin-bottom: 0pt; margin-left: 0.25in; margin-right: 0in; margin-top: 0in; text-align: justify; text-indent: -0.25in;"> <span style="display: block; font-family: 'Times New Roman'; font-size: 11pt; margin-bottom: 0pt; margin-left: 0.25in; margin-right: 0in; margin-top: 0in; text-align: justify; text-indent: -0.25in;">Approaching Resistances to CHANGE: <span style="display: block; font-family: 'Times New Roman'; font-size: 11pt; margin-bottom: 0pt; margin-left: 0.25in; margin-right: 0in; margin-top: 0in; text-align: justify; text-indent: -0.25in;">- Organizational-Level Resistance <span style="display: block; font-family: 'Times New Roman'; font-size: 11pt; margin-bottom: 0pt; margin-left: 0.25in; margin-right: 0in; margin-top: 0in; text-align: justify; text-indent: -0.25in;">- Group-Level Resistance <span style="display: block; font-family: 'Times New Roman'; font-size: 11pt; margin-bottom: 0pt; margin-left: 0.25in; margin-right: 0in; margin-top: 0in; text-align: justify; text-indent: -0.25in;">- Individual-Level Resistance <span style="display: block; font-family: 'Times New Roman'; font-size: 11pt; margin-bottom: 0pt; margin-left: 0.25in; margin-right: 0in; margin-top: 0in; text-align: justify; text-indent: -0.25in;">We can approach resistance to change in two approaches <span style="display: block; font-family: 'Times New Roman'; font-size: 11pt; margin-bottom: 0pt; margin-left: 0.25in; margin-right: 0in; margin-top: 0in; text-align: justify; text-indent: -0.25in;">Top-Down -- Bottom-Up