Organizational System Chapter 4.3.ppt

Organizational Change Organizational Behavior in an organization Forces for change Shifting (turnover) employee demographics Performance Gaps Government regulation Global Competition Changing economic conditions The targets of Change Resistance to Change Organizational Resistance Structural Inertia Limited Focus of changes Group Inertia Threat to Expertise Threat to establish power relationship Threat to establish resource allocations Strategic Drift Power Staff Survey Results: Aghada (Return rates: 70% in ’00, 92% in ’02  and 87% in ‘03) Survey Content Section 2: Communications Communications Communications Communications Section 3: Relationships Relationships Relationships Section 4:  Training Development Training Development Training Development Section 5: Workplace Workplace Section 6: Overall Satisfaction Overall Satisfaction End of 2003 All work completed – early!! Gainshare paid out - early Earnings very high – H.O. focus Investment decision made in principle and huge flurry of activity – low key approach in Aghada Battle fatigue among management Reference 1 Reference 2 Reference 3 组织行为学网 / 1 2 中国大百科全书网络版本（四川师范大学） （/） 3 管理者论坛 /okm 4 管理学理论研究网 5 Staff Survey results for Aghada This staff survey was issued to everyone in Aghada (permanent, temporary, full-time part-time) on 16th November, 2000 (with a final return date of 8th December, 2000) Power Generation’s Challenges Focuses on how ready are people in Power Generation to change. Communications About satisfaction with current communication, including interpersonal communications. Relationships Focuses on a number of key requirements for cultural change in the area of relationships. Training Development Looking at current and future training and development opportunities. Working Environment Basic information on working environment. Overall Satisfaction Job satisfaction/performance and commitm