Engineering Management

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WEEK 09: ORGANIZING: CHANGE MANAGEMENT

Sections: Change | Conflict | Student's Corner

Change

Definition. Dramatic or disturbing discontinuity between today and the future.

Models / Dimensions.
1. Where has change taken place? Focus on more comprehensive view of personal, organizational, community and worldwide matters to perceive and anticipate connetions bewteen the changes.
2. How does change affect me? Weigh options and develop strategies to accomodate change.
3. Do I have the abilities to change? basically fear of change. Offer concrete information and well-planned skill development.
4. Do I want to change? Motivate on the aspects of ability to change.

Systems Thinking. A tool for confronting change-related issues: change problem, need, origin, scope and effect from one's point of view to others'.
1. Rethinking goals. Make chage feasible and desirable.
2. Sensitivity to Motivational Factors. Consider that attitudes are mixed: positive and negative aspects.
3. Promotion of Change. Create ways and circumstances then influence basic attitudes.
4. Taking Action. Considerations:
a. History of undertaking change
b. Technical constraints and limit of innovation.
c. Supportive, neutral or antagonistic to management?
d. New roles and responsibilities
e. Personnel traits
5. Scaling up. coordination and information base.
6. Contribution to Organizational Policy. Rules must not work against strengthening capacity to change.

Reactions to Change.
1. Personal Feeling / Response.
a. Inconvenience Factor. Breaking a comfortable lifestyle, patterns of life, frame of mind, personal relationships, and work achievements.
b. Idealizing the Present. Things suddenly better, sentimentality versus uncertainty, unfamiliarity with the new, seven deadly sins; dependency, laziness, insecurity, lust, greed, wrath and envy.

2. Need to Change, Pride and Egomania.
a. Ambivalence Factor. Connotations of change brought to a large extent, positive or negative or both.
b. Individual Similarities and Differences. Accept, reject or improve. c. Group-think and Me-think. Affiliations are shaping forms. Me-think overides group-think.

Resistance to Change.
1. Understand Psychology. Do not threaten by:
a. Surprise. Avoid making off-balances, unprepared, or out of control statements.
b. Usurpation. Invasion of turf.
c. Loss. Lowered status, real or imagined deprivations.
2. Words of Threats. Do not use the following terms:
a. Loss of job/security.
b. New method is difficult to handle.
c. Way of doing things.
d. Promotion or advancement.
e. More work, harder work, less desirable.
3. Step Plan.
a. Cooperation. Ways and means to minimize trauma.
b. Announcement. Explanation of need and goal and reasons for change.
c. Participation/Involvement. Opinions about the change, problem identification, suggestions offered and careful planning.
d. Acceptance. Use the minimax theory: minimize the negative while maximize the positive.
e. Trial Run.
f. Monitoring. Plans as anticipated. Promptly deal with unexpected developments.
g. Follow-up / Review.

Change Methods.
1. Amity Use of friendship, admiration, respect, model beliefs and behavior. Leaders as models for change and cite the role of management.
2. Non-technical Group dynamics through laboratory, management or sensitivity workshops. Sensitiviy Training or workshop is a protected setting in chich a group experiment and experience interactions to reveal inner feelings for examination, analyses, discussion and repair.
3. Technical Training Learn new skills and improve old ones. Earn competency and mastery which boosts self-respect and increase motivation and performance.
4. Time Intervention Use of longer term phased change.

Sections: Change | Conflict | Student's Corner

Conflict

Sources. Conflict emanates from:
1. Misunderstanding or mismanagement.
2. Legitimate or factual matters, which should be dealt with validation and knowledge of precendence.
3. Importance or value assigned.

Types.
1. Conflict:Inevitable - Aggrement:Impossible.
Resolution: win-lose power struggle, third party judgment or fate.
2. Conflict:Non-evitable - Aggrement:Not Possible.
Resolution: withdrawal, isolation and indifference or ignorance.
3. Conflict:Non-evitable - Aggrement:Possible.
Resolution: problem-solving, splitting the difference or peaceful co-existence.

Methods.
1. Domination only one side triumphs.
2. Compromise each side gives up a part.
3. Integrated coexistence.
4. Persuasion goals differ but one.
5. Problem-solving goals are shared.

Guidelines.
1. Forget Domination.
2. Clarify Real Intentions. No camouflage, present real demands.
3. Openess. Clear the issue.
4. Re-evaluate goals Know self-intensions and perspectives.
5. Analyze demands. Break to basic elements.
6. Unite elements of demands.

Resolution Topology.

Topology A.
1. Problem-Solving results to Integrated Solution
2. Persuasion results to Compromise
3. bargaining results to Compromise
4. Politics results to Compromise.

Topology B.
1. Confrontation results to Domination.
2. Shooting results to Compromise.
3. Forcing results to Domination.

Sections: Change | Conflict | Student's Corner

Student's Corner

Assignment 01. Change
Research on how the following persons managed change
1. Jose Rizal and the Propaganda Movement
2. Marcos and the imposition of Martial Law
3. Macapagal and the Change of Philippine Independence Day.

Guide/Outline:
1. Facts about the proposed change. [20%]
2. Methods used by leader to introduce the change. [40%]
3. Analysis of the success and implication of the introduction of Change [40%]

Assignment 02. Conflict
Write an essay on any of the following suggested issues:
1. Muslim Statehood [MILF/MNLF and GOP]
2. National ID System [Government and the Opposition]
3. Sabah Question [Philippines and Malaysia]
4. Labor Strike and Lock-out.

Guide/Outline:
1. Facts and Arguments of both sides of the conflict. [20%]
2. Explain the merits of the respective arguments. [40%]
3. Resolution of the conflict. [40%]