You may want to take some time for students to case study their own organization or indeed the univ they are studying in for examples of resistance to or indeed embracing of change. Here is a podcast on the topic that you may want to refer them to.
http://web.me.com/linzikempj/Work/Podcast/Entries/2008/8/24_Tale_of_Organizational_Change.html
Its in the style of a fable and part ii is an analysis of organizational change - also in audio format.
Best wishes Linzi Kemp Empire State College
On Wednesday, March 11, 2009, at 03:39AM, "Linda Matthews" <
matthews@UTPA.EDU> wrote:
>
>
>If you think about change, many people proactively seek change (a hair cut,
>a new house, a new car, a new girlfriend, a new wife, a new job, a new
>career!)... Is it CHANGE that people are resistant to or instead that they
>do not have control and/or voice in some changes?? In those types of
>changes the issues Ed brings up below (fear of losing, low efficacy/ability
>to cope and added upon effort) are likely to explain resistance...
>
>linda
>--
>Linda M. Matthews, PhD
>Associate Professor of Management
>University of Texas- Pan American
>956 381-3382 (voice)
>956 384-5065 (fax)
>
>
>
>
>On 3/10/09 6:49 PM, "Edwin Locke" <
elocke@RHSMITH.UMD.EDU> wrote:
>
>> I would not over-generalize about resistance to change--some people do like
>> change, esp.. if it is for the better. I think they resist it most when they
>> fear losing some value or fear they cannot deal with it (low efficacy) or
>> because it requires a lot of effort that has to be taken away from other
>> activities.
>>
>> Ed Locke
>>
>>
>>
>> Edwin A. Locke
>> Dean's Professor of Leadership and Motivation (Emeritus)
>> Robert H. Smith School of Business
>> 32122 Canyon Ridge Drive
>> Westlake Village, CA 91361
>> 818 706 9361 (in CA) TEL
>> same FAX
>>
elocke@rhsmith.umd.edu <mailto:
elocke@rhsmith.umd.edu>
>>
http://www.rhsmith.umd.edu <http://www.rhsmith.umd.edu/>
>>
http://edwinlocke.com <http://edwinlocke.com/>
>> Tatiana Kuzmenko <
tkuzmenko@YAHOO.COM>
>>
>>
>>>>>> Tatiana Kuzmenko <
tkuzmenko@YAHOO.COM>
>>>>>> Sent by: Organizational Behavior Division Listserv <
OB@AOMLISTS.PACE.EDU>
>>>>>> 03/10/2009 02:44 PM Please respond to
>>>>>> <
tkuzmenko@yahoo.com>
>>> To
>>> <
OB@AOMLISTS.PACE.EDU>
>>> cc
>>> Subject
>>> Re: organizational change and motivation discussion
>>>
>>> In the light of an active discussion on intrinsic motivation, I wonder what
>>> motivates individuals to change. Anke, as you observe, people do not like to
>>> change. Is it primarily extrinsic factors that drive change in our behaviors
>>> and attitudes?
>>>
>>> Tatiana
>>>
>>> Tatiana Kuzmenko, MSc, MBA, Ph.D.
>>>
>>> --- On Tue, 3/10/09, Anke U. Arnaud <
arnauda@ERAU.EDU> wrote:
>>> From: Anke U. Arnaud <
arnauda@ERAU.EDU>
>>> Subject: Re: organizational change exercise
>>> To:
OB@AOMLISTS.PACE.EDU
>>> Date: Tuesday, March 10, 2009, 8:15 PM
>>>
>>> Another easy, quick way to introduce change is the rearrange the seating for
>>> the
>>> class period. You can also use some class members as confederates and ask
>>> them
>>> to come a little early to assume the seats of other class members. It's
>>> powerful how such a relatively small change can alter the moods of people and
>>> make us uncomfortable. It really drives the point home that we do NOT like
>>> change. Anke:)
>>>
>>> -----Original Message-----
>>> From: Linda J. Skitka <
lskitka@UIC.EDU>
>>> Sent: Tuesday, March 10, 2009 6:10 PM
>>> To:
OB@AOMLISTS.PACE.EDU <
OB@AOMLISTS.PACE.EDU>
>>> Subject: Re: organizational change exercise
>>>
>>> Celeste-
>>>
>>> Would it be possible to get a reference for the build a lego house
>>> exercise, and any example of research that has use it?
>>>
>>> Many thanks,
>>>
>>> Linda Skitka
>>>
>>> On Mar 10, 2009, at 4:17 PM, Céleste Brotheridge wrote:
>>>
>>>> > Hello Vicki,
>>>> >
>>>> > I usually adapt a "traditional" build a lego house for the
>>> premier
>>>> > (in your case, governor) team exercise by laying off team members,
>>>> > changing instructions part way through the exercise (in writing, in
>>>> > person with an opportunity to voice opinions, etc.). It leads to a
>>>> > great discussion about resistance to change, how to introduce
>>>> > change, and survivor emotions.
>>>> >
>>>> > Best regards,
>>>> > Celeste
>>>> >
>>>> >
>>>> > Céleste Brotheridge, Professeure
>>>> > Département d'organisation et ressources humaines
>>>> > ESG UQÀM
>>>> > C.P. 8888 Succ. Centre-ville Montréal H3C 3P8
>>>> > Local R-3325, 315, rue Ste-Catherine est Montréal H2X 3X2
>>>> > Téléphone 514-987-3000 x 6540 Fax 514-987-0407
>>>> > þ Avant d’imprimer, pensez à l’environnement
>>>> >
>>>> > --- On Tue, 3/10/09, Taylor, Vicki <
VLTaylor@SHIP.EDU> wrote:
>>>> > From: Taylor, Vicki <
VLTaylor@SHIP.EDU>
>>>> > Subject: organizational change exercise
>>>> > To:
OB@AOMLISTS.PACE.EDU
>>>> > Received: Tuesday, March 10, 2009, 4:31 PM
>>>> >
>>>> > Does anyone have a favorite exercise for introducing a teaching
>>>> > module on organizational change?
>>>> >
>>>> >
>>>> > Best Regards,
>>>> >
>>>> >
>>>> >
>>>> > Vicki Fairbanks Taylor, Ph.D.
>>>> >
>>>> > Associate Professor
>>>> >
>>>> > Department of Management & Marketing
>>>> >
>>>> > John L. Grove College of Business
>>>> >
>>>> > Shippensburg University
>>>> >
>>>> > Shippensburg, PA 17257
>>>> >
>>>> > Office: 717-477-1217
>>>> >
>>>> >
>>>> >
>>>> >
>>>> > Yahoo! Canada Toolbar : Search from anywhere on the web and bookmark
>>>> > your favourite sites. Download it now!
>>>> >
>>>
>>>
>>>
>>>
>>> ________________________________________
>>> Linda J. Skitka, Ph.D., Professor of Psychology
>>> Social and Personality Division Chair
>>> University of Illinois at Chicago
>>> Department of Psychology (m/c 285)
>>> 1007 W. Harrison St.
>>> Chicago, IL 60607-7137
>>>
>>> Phone: (312) 996-4464
>>> Fax: (312) 413-4122
>>> Skitka Homepage:
http://tigger.cc.uic.edu/~lskitka/Skitka.html
>>> ISJR Homepage:
Http://www.isjr.org
>>>
>>>
>>
>
>