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CHANGE & LEADERSHIP

PROCESSES IN ORGANIZATIONS

Chapter 10

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Overview Change-to be or cause to be different; to alter

behavior, process, technology, direction, or SQ

Innovation-change that creates a new dimension in performance

Organizations must change to survive Change ranges from life altering/huge to the

simple/mundane (organizational to individual) Leadership-a process whereby an ind.

Influences a group of inds. to achieve a common goal

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Overview Achievement of individuals and org.

goals requires a # of comm. processes This chapter is about the change

process, leadership, performance, & the role of communication

Organizational change-planned & unplanned

Individual change-performance control, goal setting, influence, & FB

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Planned Change-A Model of Planned Change (p.182)

Involves a # of different types of changeInd. behavior, org. processes, strategic direction, org. culture

May be accomplished through a variety of methods

Tech., structural, managerial, people Successful org. initiate, respond to, plan,

and initiate change (manage) rather than let it run its course

Development, planning, implementation

Planned Change-A Model of Planned Change (p.182)

How would you critique this model of planned change?

Do an analysis of this model Assess its functionality by looking at the

components, how the components interact, and the entire model

Is this model an accurate portrayal of planned change? How?

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Reactions to organizational change

Change is not always smooth Change will always affect an org. Change is never straightforward

– Culture is complicated– Interdependent components

Management support is essential– Management support/Grass roots support

(Ownership tension)– Resistant to change– Uncertainty of change

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Problems ID in Change Process(Table.10-1)

Covin&Kilmann, 1990

Lack of management support Top managers forcing change Inconsistent action by key managers Unrealistic expectations Lack of meaningful participation Poor communication Purpose of program not clear Responsibility for change not identified

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Communication in change process

Managerial strategies for communicating change (Table 10-2)

Involving employees in change Employees are faced with numerous

concerns about change Employees use a variety of tactics to

deal with change Change is ambiguous and offers both

opportunities and challenges

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Spotlight on Scholarship Change-Implementers’ Hindsight (p. 185)

– 89 org. members involved in implementing planned change; Respondents represented various organizations/careers

– Various types of org. change (job descriptions, status, work, perf. evaluation, org. structure problems)

Problems associated w/ change– Neg. attitude, communication, cooperation (lack of

cooperation w/ team & b/m managers & staff)

Traditionally-employee resistance, attitude, & conflict

Suggestion-incorporation of lower-level employees in decision making

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Models of Organizational Leadership

Trait theories: there are particular personality qualities that are associated with leaders and will result in effective leadership (born not made)– Intelligence– Self confidence– Determination– Integrity– Sociability– Others?

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Models of Organizational Leadership

Styles Theories: Traits translate into preferred behaviors in a leader.– Behavioral styles make leaders more or less

effective leaders– Form of activity– Task behaviors-facilitate goal accomplishment

& achievement of objectives (task, maintenance)

– Relationships behaviors-help followers feel comfortable w/ job, selves, and others (social)

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Models of Organizational Leadership Situational Theories: Different situations

demand different kinds of leadership.– Effective leaders adapt style the demands of

different situations– Focus is on leadership in situations– LMX Theory-role development– Contingency Theory-(leader-match)

• Tries to match leaders to appropriate situations

• Effective leadership depends on understanding situations in which leaders lead

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Models of Organizational Leadership

Transactional leaders: exchange of information between leaders and followers.– In contrast to…

Transformational leaders create a relationship between themselves and their followers.– This assists them in reaching their full potential– Transforming both leader & follower– Exemplification is a key component in

transformational leadership, it stresses that your behavior as a leader will be seen and followed (“Do as I say and as I do.”)

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Leadership & Communication Leaders using “visionary” content are

more effective. Example: Martin Luther King’s speeches.

Timing-How and when you communicate with your employees is important.

Delivery-verbal & nonverbal communication Framing: managing meaning in certain

aspects and highlighting over selected areas. Framing emphasizes that leadership is not about situations or events but the process in managing meaning to your employees (Tools for Framing-Table 10.3)

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These next sections are not in this chapter’s readings. I want you to start considering how leaders might go about facilitating change in an organization. This involves motivation and performance, the influence process, goal setting, and performance feedback. Leaders need to consider these during the creation and implementation of change.

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Dealing with Change & Leadership: Controlling Performance in Organizations

The “What” of motivation (carrot or stick)-What motivates you-reward or fear?

The “How” of motivation-How can we motivate individuals or ourselves?Expectancy Theory– An individuals performance is a multiplicative function

of that individuals ability and effort. If both ability and effort are high, so should performance

– Effort is a function of how much an individual values the reward associated with performance (valence of reward) and the extent to which the individual believes that a high level of effort will lead to that reward (effort-reward probability).

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Controlling performance in org. settings

Equity Theory– Individuals in organizations consider what they

contribute to the org. with respect to the rewards they get from the organization

– People then compare these input/output ratios with the perceived input/output ratios of others

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Org. Influence in Change Influence

– “The process by which people successfully persuade others to follow their advice, suggestion, or order (Keys and Case).”

Seven strategies of influence (supervisor to subordinate-top down)– Assertiveness – Bargaining– Coalition– Friendliness– Higher authority (if all else fails-coercion)– Reason (most commonly used)– Sanctions

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Goal setting processes Goal specificity

– Goal setting is more effective when specific goals are set

Goal difficulty– Best goals are difficult but attainable

Participating in goal setting– Participation can lead to more difficult goals, which

will enhance performance– Participation provides significant rewards such as

increased employee satisfaction, and greater role clarity

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Feedback processes Feedback

– Information that serves to influence performance of an individual in an org.

– Improved performance is desired by both individuals and organizations

Feedback contexts– Performance appraisal interview & others?

• Hated by both manager and subordinate• Linked w/ decisions a/b compensation &

promotion

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Feedback processes Feedback dimensions

– Valence (positive or negative)– Timeliness (how quickly feedback is given)– Specificity (level of detail contained)– Frequency (# of times feedback is given)– Sensitivity (refers to whether or not

feedback demonstrates a concern for the recipients feelings)

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Feedback processes Seeking feedback

– Information seeking looks at employees as proactive participants in org. processes

– Individuals will seek feedback as a resource in order to enhance their adaptation to the org. environment

Ways to seek feedback– Monitoring environment– Directly inquiring about performance

Effects of feedback– More effective if delivered by credible source– Impact influenced by receiver’s self-confidence