MGMT2001 – Week 1 – Introduction & why study change & what is a change agent?
Learning Objectives: Illustrate with examples the role a change agent can play in an organization, identify different competencies change agents may display, identify examples of effective change agent performance
Innovation vs org. change
Main focus of our course= change
Because innovation is a specific form of org. change
Innovation – effort to implement new ideas toward better procedures, practices or products
Org. change – transformation of a firm between 2 points in time
74% org change unsuccessful (Boonstra 2004)
Youtube: Success of Organisational Change Efforts
70% fail. Intangible/ tangible costs
Resourcing, training, people, $$, effort, motivation/personal cost, disharmony of stakeholders, lost engagement, sick leave
1. FOCUS (what to do/ not to do),
2. FAST FEEDBACK (treat all experiences as experiment- trial and error)
lacking focus and not acting on fast feedback detrimental
1. Wasting scarce resources, changing wrong things
2. Not getting buy-in
3. Poor planning (planning gives sense of clarity, purpose)
4. Poor execution
5. Not learning from experience
Research on factors influencing change success
Change success:
Active mgmt. support, clarity of vision, employee participation, cultural communication, resource support –(Abraham et al. 1999)
Teamwork, composition of change team, + change culture, top mgmt. support– (Nah & Lau. 2001)
No single concept/model/framework is answer to change implementation & success in all orgs.
Change agent
Originated in org. development (OD) field
OD- planned, behavioural science based interventions in work settings to improve org. functioning and indiv. development
Change agent- _________________
Change champion- person at any level of the org. skilled at initiating, facilitating & implementing change
1. Initiate change – mindset of change, visionary leadership, credibility
2. Facilitate change –...