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1、Copyright©2015PearsonEducation,Inc.8-1Chapter8ManagingChangeandInnovationLearningOutcomesDefineorganizationalchangeandcompareandcontrastviewsonthechangeprocess.Explainhowtomanageresistancetochange.Describewhatmanagersneedtoknowaboutemployeestress.Discusstechniquesforstimulatinginnovation.Copyri
2、ght©2015PearsonEducation,Inc.8-2Copyright©2015PearsonEducation,Inc.8-38.1Defineorganizationalchangeandcompareandcontrastviewsonthechangeprocess.WhatisOrganizationalChange?Copyright©2015PearsonEducation,Inc.8-4ExternalFactorsMarketplaceGovernmentlawsandregulationsTechnologyLabormarketsEconomicch
3、angesCopyright©2015PearsonEducation,Inc.8-5InternalFactorsStrategyCompositionofworkforceEmployeeattitudesCopyright©2015PearsonEducation,Inc.8-6InitiatingChangeOrganizationalchangesneedacatalyst.Copyright©2015PearsonEducation,Inc.8-7TwoDifferentApproaches“Calmwaters”metaphor“White-waterrapids”me
4、taphor8-8Copyright©2015PearsonEducation,Inc.CalmWatersChangeCopyright©2015PearsonEducation,Inc.8-9White-WaterRapidsChangeCopyright©2015PearsonEducation,Inc.8-10Leadingacompanyinchange,inanindustryinchange.ImplementingChangeOrganizationdevelopment(OD):Effortsthatassistorganizationalmemberswithap
5、lannedchangebyfocusingontheirattitudesandvalues.Copyright©2015PearsonEducation,Inc.8-11OrganizationDevelopmentEffortsSurveyfeedbackProcessconsultationTeam-buildingIntergroupdevelopment8-12Copyright©2015PearsonEducation,Inc.Copyright©2015PearsonEducation,Inc.8-138.2Explainhowtomanageresistanceto
6、change.ResistancetoChangeUncertaintyHabitConcernoverpersonallossBeliefchangeisnotinorganization’sbestinterestsCopyright©2015PearsonEducation,Inc.8-14ReducingResistancetoChange8-15Copyright©2015PearsonEducation,Inc.Copyright©2015PearsonEducation,Inc.8-168.3Describewhatmanagersneedtoknowaboutempl
7、oyeestress.EmployeeReactionstoChange8-17Copyright©2015PearsonEducation,Inc.Changeoftencreatesstressforemployees!ChangeOftenCreatesStressforEmployees8-18Copyright©2015PearsonEducation,Inc.SymptomsofStress8-19Copyright©2015PearsonEd
