Managing Change and Conflict

Discuss the concept and nature of organizational change.    

     Change implies disruption, but for an organization to progress, constructive disruptions are essential. Managers must encourage change to improve  organizational performance. As change occurs, it is important to have in place a  system that assures a smooth transition from old to new methods, technologies, or expectations.

Explain the process of change and the major approaches to effect change.

     Change in Lewin's model is a three&-stage process. The first, unfreezing, consists of making employees aware that change is necessary. The second, the change stage, consists of introducing new methods and motivating employees to adapt to them. The third stage, refreezing, is the process of stabilizing changes made in the second stage by reinforcing desired behavior.

     There are three approaches to change. In the first, called top down, higher&-level managers dictate what they want changed and use their authority  to implement it. In the second approach, called bottom up, higher&-level  managers only encourage change; actual change is initiated by lower&-level employees. The third approach relies on participatory management to encourage teamwork for suggesting and implementing change.

Discuss organizational development and intervention techniques.

     Organizational development (OD) is an effort to renew organizational processes by emphasizing cultural change patterns and by working with individual managers and work teams.(OD) is an intense educational approach to effecting change, usually by having consultants work with managers and workers to alter patterns of behavior. One method of intervention, team building, encourages participation by creating decision&-making teams.

Describe types of conflict within organizations.

     First, role conflict occurs within an individual when one role (e.g., parent) interferes with another role (e.g., employee) so that the employee fails to perform well at work. Second, conflict can occur between individuals, such as through personality differences or debates that one person must win at another's expense. Third, conflict between individuals and groups occur when one employee is isolated from the work group, purposely disrupts group work, or rejects group norms. Fourth, conflict can exist between groups such as between line and staff department or between functional departments.

Discuss methods of resolving conflict while enhancing healthy competition.

     A conflict over resources may be resolved by creating excess resources for the competing groups. A conflict between individuals or groups may be resolved by a buffer, which can be physical separation or an individual who acts as a counselor or a negotiator. Resolution may be achieved by integrating  conflicting parties through cooperative work patterns or liaisons among groups that tend to have misunderstandings. Personal intervention techniques, such as career development programs, are often used to resolve role conflict.

Relate stress to organizational productivity and personal health.

     Stress is essential to accomplish anything, and a certain degree of stress exists in every job. when employees endanger themselves physically or psychologically with excessive strain or anxiety, however, they undergo distress. A healthy level of stimulation is called eustress, which is the effective mobilization of an individual mentally and physically.

Explain how organizations and individuals within organizations can manage stress.

     It is ultimately the individual who must take the initiative in recognizing and managing stress. Such practices as setting realistic deadlines, exercising regularly, and eating properly will help the individual cope with and respond appropriately to stress. However, organizations can do much to prevent and resolve distress. Training programs, individual employee counseling, and on&-site wellness facilities are just some of the ways companies can effectively manage employee stress.