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Questions and Answers
Performance measures are only established in the options generation phase.
False
Consolidation is not crucial for the change to be accepted and successful.
False
The change process can be divided into four phases: description, options generation, evaluation, and implementation.
False
During the description phase, objectives and constraints are identified.
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Options can be generated using only one specific technique in the options generation phase.
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Implementation strategies include pilot studies and big bang, but not parallel running.
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Further changes may not be necessary after implementation to maintain balance between the system and the environment.
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Each option is detailed and evaluated against performance measures in the implementation phase.
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Unitary relationships involve people sharing common interests and largely agreeing upon ends and means
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In pluralist relationships, compromise is not possible due to diverging values and beliefs
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Coercive relationships are characterized by a lack of common interests and likely conflicting values and beliefs
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The hard systems model of change is not suitable for dealing with situations at the 'hard' end of the change situations continuum
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The HSMC provides a systematic way of determining objectives for change, generating options for action, and testing those options against explicit criteria
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In unitary relationships, all participants are involved in decision making
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In pluralist relationships, all participants act in accordance with agreed objectives
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Coercive relationships involve coercing others to accept decisions when there is a lack of genuine compromise
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French and Bell define organizational development as a short-term effort to improve an organization's visioning, empowerment, and learning processes
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Acko identifies resolving, solving, and dissolving as three approaches to dealing with problems
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The 'research' approach to mess management relies heavily on research-based scientific methods, techniques, and tools
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Those who use the approach of resolving problems do not pretend to be objective in their decision making
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Organizational development emphasizes goals and processes, with a particular emphasis on goals
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The OD approach to change involves only the organization as a whole, not its individual parts
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According to French and Bell, organizational development is led and supported by middle management
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Organizational development is participative and draws on the theory and practices of the behavioral sciences
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Acko identifies dissolving a problem as changing the nature and/or the environment of the entity in which it is embedded to remove the problem
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Study Notes
- The change process can be divided into three overlapping phases: description, options generation, and implementation.
- In the description phase, the situation is analyzed and objectives and constraints are identified.
- Objectives are desirable goals, and constraints are factors that prevent their achievement.
- Performance measures are established to assess progress towards objectives.
- In the options generation phase, potential solutions (options) are generated and evaluated.
- Options can be generated using various creative techniques and methods.
- Each option is then detailed and evaluated against performance measures.
- In the implementation phase, options are implemented and consolidated.
- Implementation strategies include pilot studies, parallel running, and big bang.
- Consolidation is crucial for the change to be accepted and successful.
- Even after implementation, further changes may be necessary to maintain balance between the system and the environment.
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Description
Test your understanding of hard systems models of change and the characteristics of unitary, pluralist, and coercive relationships. Explore how people relate to each other from different perspectives, and their common interests, values, and decision-making processes.
