HUMAN BEHAVIOR
IN ORGANIZATION
Chapter 9: Change Management
Learning Objectives
Write the concepts in organizational development.
Explain different change models.
Evaluate why people resist change and strategies to reduce resistance.
Analyze diagnostic tools used to assess organizational effectiveness.
Write how to evaluate organizational development interventions.
Core Values
“For I know the plans I have for you, declares the LORD,
plans for welfare and not for evil, to give you a future
and a hope.” - Jeremiah 29:11
Learning Activities and resources
Human Behavior in Organization, 2nd Edition 2012 by
Ricky W. Griffin and Gregory Moorhead
Other references:
Organizational Behavior, 9th edition by John W.
Newstorm and Keith Davis
Organizational Behavior: Managing People and
Organizations, Twelfth Edition 2019 Cengage Learning
Asia Pte Ltd, By Ricky W. Griffin, Jean M. Phillips and
Stanley M. Gully
What is Organizational Change?
Organizational Change
Organizational change is the process in which an
organization changes its structure, strategies, operational
methods, technologies, or organizational culture to affect
change within the organization and the effects of these
changes on the organization.
Types of Organizational Change
Types of Organizational Change
Failure–induced change
Failure-induced change is rather simple. An organization
will change its strategies, technology, culture, and other
features of the organization in response to failure in an
attempt to reach its goals.
Types of Organizational Change
Routinization of organizational activity
An organization will change its standard procedures,
programs, and routines provide stability to an organization,
organizational change occurs when these standards are
changed.
Types of Organizational Change
Personnel change
Personnel change is when a company undergoes mass
hiring or layoffs. This necessitates a shift in company culture
and processes.
When a company rapidly expands by hiring en masse,
the organization will have to absorb the initial shock of
onboarding new employees as it also fits each employee into
their new role.
Type of Resistance to Change
Types of Resistance to Change
Reasons for Resistance to Change
A. Fear of unknown
B. Dislike for the approach/method used in implementing change
C. Do not see the benefit of change
Types of Resistance to Change
Logical Resistance
This has something to do with reasoning, and logic
like new job duties.
Psychological Resistance
It has something to do with emotions, sentiments,
and attitudes like threat to job security.
Types of Resistance to Change
Sociological Resistance
It involves social value like threat to labor union
values.
Stages In the Change Process
Stages in the Change Process
1st Stage - Unfreezing
This is getting rid of old practices and paving the way
for new methods.
2nd Stage - Changing
This is where new ideas are learned.
Stages in the Change Process
3rd Stage - Refreezing
What has been learned is integrated into actual
practices.
Transtheoretical Model of Change
Transtheoretical Model of Change
There are several stages when we need to change.
1st Stage -Precontemplation
We are still unaware of the actual problem or there is
no need to change.
2nd Stage - Contemplation
This time, we are aware of the problem.
Transtheoretical Model of Change
3rd Stage - Preparation
We are preparing our emotions and there is now the
intention to act.
4th Stage - Action
Now, we are taking the necessary action.
Transtheoretical Model of Change
5th Stage - Maintenance
We should not back out and keep up whatever action
we have started.
6th Stage - Termination
We should end at the right time.
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