100 % (Change Management)

- unfreeze (establishing the need for change: identification of problems, consulting with OD practioner, gathering of data and initial diagnosis)

- movement (to new behavior through cognitive restructuring)

- refreeze (integration of new behavior into social and organizational relationships)

1. Establish the need for urgency

2. Ensure there is a powerful change group to guide the change

3. Develop a vision

4. Communicate the vision

5. Empower staff

6. Ensure there are short-term wins

7. Consolidate gains

8. Embed the change in the culture

On an individual, group and company level, different factors have to be considered during a change process:

explicit: - strategies & policies

- rules & regulations

implicit:

- values & norms

- expectations

- motives & triggers

- politics & power

- rituals & myth

- events & stories

- communication & interventions

- paths & patterns

This factors can be influenced by management control and the shaping of social processes, this leads to unintended and intended effects.

Stakeholders interact with this system.

The perspective on the change is called: The local logic of change

Hard Factors:

- Strategy

- Structure

- Systems

Soft factors:

- Shared values

- Skills

- Staff

- Style

There interconnected layers, describing a company culture:

- Symbols & Signs

- Norms & Standards

- Basic Assumptions

Ego and own perception in interaction of the perspective from somebody else (alter)

- High growth rate

- Ability to change continuously

- Highly visionary company leadership

- Success oriented company culture

- Power Distance

- Individualism & Collectivism

- Masculinity vs Femininity

- Uncertainty Avoidance

- Long-Term Orientation