Professional Documents
Culture Documents
Unit- 4
“A BUSINESS SHORT ON CAPITAL CAN
BORROW MONEY. BUT A BUSINESS SHORT OF
LEADERSHIP HAS LITTLE CHANCE OF
SURVIVAL”
- Peter Drucker
Effective Leadership and
Management Styles
Traits of the Excellent Leader
A vision and purpose.
Clear goals.
Strong commitment.
Flexibility.
An understanding of change.
Active listening skills.
Confidence to take risks.
Knowledgeable about the total organization.
Able to learn from mistakes.
Excellent communicators/listeners.
Able to speak clearly and effectively.
Resourceful.
Realistic.
THE INFLUENCING FACTORS
GROUP
LEADER HIMSELF responsible, lazy,
personality, beliefs, dependent, confidence
preferred style... in leader...
SITUATION
orgn. Culture,
time pressures
FREE REIN DEMOCRATIC AUTOCRATIC
1,9 5,5
low
low high
TASK
Organisational Decision making
“theprocess of
responding to a
problem by
searching for and
selecting a solution
or course of action that will create value for
organisational stakeholders”.
Programmed vs. Non-programmed
Decisions
Characteristics Programmed decisions Non-programmed decisions
Implement
Define the Evaluate
the chosen
Problem Alternatives
Alternative
Behavioral models
Descriptions of management based on behavioral
scientists observations of what managers actually do in
their jobs.
Guideline for making decision more
Effective
Categorical interpretation- the problem should be
defined properly.
Application of limiting factor- limiting factor
should be taken into account in order to analyze the
external S & W.
Adequate information- more quantity of reliable
information leads to effective decision making.
Considering other views- various views at the
same point are taken into account for quality decision.
Timeliness- decision should be ,made at proper
time to meet the competitive advantages.
Techniques for improving
Decision Making
Brainstorming – idea generation for decision
making.
Nominal group technique (NGT)- problem
outlined, presentation of solution in written form,
discussion over written solutions, and final
decision.
Delphi technique- decision made on the basis of
questionnaire filled by the respondents.
Consensus mapping- decision made on the
basis of the report presented by the representative of
each group after
Definitions of Organizational
Communication
Miller (1995) concludes:
Studying organizational communication
requires looking at how communication
processes contribute to the coordination of
behavior in working toward organization and
individual goals.
Definitions of Organizational
Communication
Eisenberg and Goodall (1997) suggest four
approaches to defining organizational
communication:
• Source/Receiver
• Encoding/Decoding
• Message
• Channel
• Noise
• Competence
• Field of Experience
• Communication Context
• Effect
CHANGE MANAGEMENT
Part of All Of Us
CHEESE
A Job
A Relationship
Money
Freedom
Health
Recognition
Spritual Peace
An activity like jogging or golf
If You Don’t Change,
You Can Become Extinct
Smell The Cheese
Often
So You Know
When It Is Getting
Old.
Movement In A
New Direction
Helps You Find
New Cheese
When You Move
Beyond Your Fear,
You Feel Free
Imagining Myself
Enjoying New
Cheese,
Even Before I Find
it,
Leads Me To It.
It Is Safer To
Search In The Maze
Than Remain In A
Cheeseless Situation
Old Beliefs
Do Not Lead
You
To New
Cheese.
Noticing
Small Changes Early
Helps You Adapt To The
Bigger Changes That Are
To Come
Change Happens
Anticipate Change
Monitor Change
Change
Enjoy Change!
Be Ready To Change Quickly And
Enjoy It Again
What is Organizational Change?
An alteration of an organization’s environment,
structure, culture, technology, or people
A constant force
An organizational reality
An opportunity or a threat
Change agent
A person who initiates and assumes the
responsibility for managing a change in an
organization
Why People Resist Change
Forces for Change
External Forces Internal Forces
Competition Laws and Strategy modifications
regulations
New technologies New equipment
Labor market shifts New processes
Business cycles Workforce composition
Social change Job restructuring
Compensation and benefits
Employee attitude
Three Categories of Change
Organizational Culture
Model for Planned Organizational Change
Source: Adapted from Larry Short, “Planned Organizational Change,” MSU Business Topics, Autumn 1973,
pp. 53–61 ed. Theodore Herbert, Organizational Behavior: Readings and Cases (New York: McMillan, 1976), p. 351.
Phases of Organizational
Change
Ending
Transition
Beginning
Ending
The goal of this phase is to understand
the change process and the steps
needed to move through it
Unfreeze
Change
Refreeze
Unfreezing
Involves
rearranging of
current work
norms and
relationships to
meet new needs
Refreezing
Reinforces the changes made so
that the new ways of behaving
become stabilized
Steps in the Planned Change
Process
Recognize the need
for change
Diagnose and
plan change
Manage the
transition
Measure results
Maintain change