Week 7 Politics of Change (student).pptVIP

Dealing With Potential Resistance 1. Carry out a ‘power audit’ (see Page 217) of all stakeholder groups or individuals. 2. For each stakeholder, compare their power to block change with their likely motivation to block the change. 3. Treat each stakeholder group according to the extent of their power and motivation to block change (see the following slide). 4. Be sensitive to cultural issues. Power and Motivation to Block Change Comment and conclusions Power is a property of relationships between members of an organization, identified by the extent to which some individuals believe, or do not believe, that others possess particular power bases Conflict is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about Power and conflict are driven by human differences as people and groups in organisations have some conflicting interests and goals Power and conflict can be used to further the aims of change as well as resist them Managers need to be aware of their own sources and levels of power and recognise the power and powerlessness of others. Managing change usually invokes a need for political actions to keep the interests of individuals and groups in balance. Tutorial Read the case study (The Daily Tribune) and work in group to discuss the following questions: Analyze the sources of conflict in this situation What power sources are available to Rick to utilize in this situation? ?Are there tactics for enhancing collaboration you could recommend? * * * * * * * * * * * * * * * * * * * * * * * * * * * * Handy says “Competition for power nearly always turns to conflict” Morgan says “Conflict is a familiar feature of life in an organisational society” * * * * * Dr Xiaoni Ren * BM6105 Managing Change Week 7 Politics of Change Learning Objectives Define the meaning of ‘organizational politics’ Distinguish between different sources of power and ways of u