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0:00
Hello, my name is
David Buchanan.
I'm Emeritus Professor of
Organizational Behavior at
Cranfield School of
Management in the UK.
The subject of this talk is
"Organizational Change".
How to get it right?
0:16
Change in an organization
can affect anything,
strategy, structure, technology,
systems and procedures,
human resource
management practices,
internal and external
relationships,
leadership style and culture.
Just to make things
more complicated,
changing in one area
can have knock-on or
ripple effects leading to
changes in other areas.
New technologies, for example
to change the skill
mix requirements,
working practices, rewards,
and performance
appraisal systems.
New technologies
can also require
supportive changes in leadership
and management behavior.
This variety and complexity
make organizational change,
exciting and challenging.
0:56
There are several ways
in which the content or
substance of change
can be categorized.
For example, some changes are
planned while others
are emergent.
Planned changes, as
the term suggests
are those which are
implemented deliberately,
in anticipation of reward in
response to known trends
and developments.
For example, radical changes in
the motor vehicle engine design
and manufacturing methods,
technology and materials,
working practices are being
dictated by stricter regulations
concerning carbon emissions.
Emergent changes
are those who just
happens spontaneously
or have to happen
in response to unforeseen events
such as a pandemic, a sudden
opening of new
market opportunities
or major geopolitical
developments.
It's difficult to plan ahead for
those kinds of events
in any detail.
