Professional Documents
Culture Documents
Ing. Josef Kak, Ph.D. Department of Business Administration Faculty of Economics VB Technical University of Ostrava josef.kasik@vsb.cz 2011
Force Field Analysis (1951) Leavitts Model (1965) Likert System Analysis (1967) Open Systems Theory (1966) Weisbords Six-Box Model (1976) Congruence Model (1977) McKinsey 7S Framework (1981-82) Tichys TPC Framework (1983) High-Performance Programming (1984) Diagnosing Individual and Group Behavior (1987) The Burke-Litwin Model (1992)
Driving Forces
Restraining Forces
Equilibrium Interrupted
Equilibrium Reestablished
Driving Forces:
Change Process
Tasks
Technology
People
Seeks to give all relevant information and all information they want
3)
4)
communication based on one-way orders, discipline), Benevolent-Authoritative (authoritative style prevails, selective communication with subordinates, partially tolerates their views and opinion), Consultative (cooperation between supervisors and subordinates, trust with limits created by supervisors, important decisions are made by supervisors), Participative(great extent of faith and autonomy of subordinates for their decision-making, informal mutual communication).
X X X X X X X
Inputs
Transformation
Outputs
Relationships
Leadership
Structure
Helpful Mechanisms
Rewards
Input
External Environment
Output
Outputs
Organization Group Individual
strategy
Individual
feedback
Issues
How are individual needs met by the organizational arrangements? Do individuals have clear perception of organizational structure? Is there a convergence of individual and organizational goals? Do individuals have skills and abilities to meet task demands? How are individual needs met by the tasks? How are individual needs met by the informal organization? How does the informal organization make use of individual resources? Are organizational arrangements adequate to meet the demands of the task? Do organizational arrangements motivate behaviour that is consistent with demands? Does the informal organization structure facilitate task performance or not? Does it hinder or help meet the demands of the task?
Formal Organization- Are the goals, rewards and structures of the informal Informal Organization organization consistent with those of the formal organization?
Soft Ss
Staff
(zamstnanci)
Skills
(dovednosti)
Shared Values
(sdlen hodnoty)
Structure
(struktura)
Systems
(systm zen)
Strategy
(strategie)
Hard Ss
Mission strategy
Tasks
Prescribed Networks
People
Organizational processes
Emergent Networks
Performance Impact on people Output
2.
3.
4.
How well are the parts of the org. aligned with each other for solving the organization's technical problems? How well are the parts of the org. aligned with each other for solving the organization's political problems? How well are the parts of the org. aligned with each other for solving the organization's cultural problems? How well aligned are the 3 subsystems of the org., the technical, political and cultural?
Technical
Core Systems
0 1 0 1
1 2 1 4
0 0 1 1
1 2 2 5
2 2 0 4
1 2 2 5
5 9 6 Score = 20
Min.0 Max. 36
Political Cultural
0 no change
1 moderate change
High-Performance Programming
Nelson and Burns (1984)
The High Performing Organization Level 4 The Proactive Organization Level 3 Empowering leadership, focus on excellence "Purposing" leadership, focus on the future, purpose, planning and development startegies Coaching leadership, some clarity of purpose and goals, capability to adapt to changing environment Enforcing leadership, poor outcomes, often unclarity of purpose and goals
time frame focus planning change mode management structure perspective motivation development communication leadership
Likert-type scale 5 Strongly Agree 4 Agree 3 Neither Agree Nor Disagree 2 Disagree 1 Strongly Disagree
Group Performance
Individual Performance
Feedback loops
F E E D B A C K
Leadership Culture
Structure
Management Practices
F E E D B A C K
Skills/Job Match
Motivation
Performance
Transformational dynamics is associated more with leadership, represent fundamental changes and is more related to organizational culture.
Motivation
Performance
Transactional dynamics is associated more with management, represent everyday interactions and exchanges and is more related to organizational climate.
Literatura
1. 2.
WEISBORD, M. R. Organizational Diagnosis. Perseus Books, 1978. HOWARD, A. Diagnosis for Organizational Change: Methods and Models. The Guilford Press, 1991.
3.