Discussion: View Thread

  • 1.  organizational change and motivation discussion

    Posted 03-10-2009 18:31
    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



  • 2.  organizational change and motivation discussion

    Posted 03-10-2009 18:52
    John Meyer has interesting work about commitment to organizational change that is ongoing. He uses his tripartite model of commitment (affective, normative and continuance) to look at this issue.

    Regarding motivation for change, I have a paper on what can help people accept organizational change (more self-advertizement!!).

    Gagné, M., Koestner, R., & Zuckerman, M. (2000).  Facilitating acceptance of organizational change: The importance of self-determination.  Journal of Applied Social Psychology, 30, 1843-1852.


    In self-determination theory terms, getting people to internalize reasons for the change (that is, to have high identified motivation) is the best way to get them to commit to it (as opposed to just comply or even to resist).

    Marylene Gagne





    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
    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
    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
    >  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
    > 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
    ISJR Homepage:  Http://www.isjr.org




    Marylène Gagné
    Associate Professor
    Department of Management
    John Molson School of Business
    Concordia University


  • 3.  organizational change and motivation discussion

    Posted 03-10-2009 18:54
    Hello All...Here is my two cents....seeing the very active (and interesting) discussion on sources of motivation...we must realize that we apparently are all pretty motivated by intrinsic rewards.....like a good, rolling discussion which feeds our curiosity and interest. But, as they used to say in Detroit....this and (now a dollar and) a quarter can buy a cup of coffee.
     
    But, seriously, I am wondering how as a group who really is very intrinsically motivated (by at least this aspect of our professional lives)...how can we remain cognizant to the fact that this may not be a modal outlook on things and/or many others may not have similar intrinsic motivators available in their jobs.
     
    Others commented (very correctly) about the importance to distinguish laboratory generated knowledge from the complexities of the workplace. Similarly, it seems important to distinguish the type of jobs we hold as educators/researchers from other types of workplaces.
     
    Best to all,
    Avi Kay 
    ----- Original Message -----
    Sent: Wednesday, March 11, 2009 12:31 AM
    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

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  • 4.  organizational change and motivation discussion

    Posted 03-10-2009 19:50

    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
    http://www.rhsmith.umd.edu
    http://edwinlocke.com
    Tatiana Kuzmenko <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




  • 5.  organizational change and motivation discussion

    Posted 03-10-2009 20:40


    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>


      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





  • 6.  organizational change and motivation discussion

    Posted 03-11-2009 03:14
    People may also resist change because they see that what management is trying to do will not work or is not an effective way of dealing with a situation, etc.  So, in my own experience I have spent some time with those who resist change not with the intention to convince them, but to learn as much as can about the why they resist.  Managers may learn something they did not know before, or have not considered in their plans.
     
    Thanks,
     
    Ivan
     
     

    Dr. R. Ivan Blanco                                                
    Department of Management
    McCoy College of Business Administration 
    Texas State Univeristy - San Marcos
    San Marcos, TX 78666
    Voice (512) 245-1842  -  Fax (512) 245-2850 
    E-mail  rb39@txstate.edu
     
    "Las naciones marchan hacia el término de su grandeza, con el mismo paso que camina su educación."
    "Nations march toward their greatness at the same pace as their educational systems evolve." -- Simon Bolivar

    From: Organizational Behavior Division Listserv [OB@AOMLISTS.PACE.EDU] On Behalf Of Edwin Locke [elocke@RHSMITH.UMD.EDU]
    Sent: Tuesday, March 10, 2009 6:49 PM
    To: OB@AOMLISTS.PACE.EDU
    Subject: Re: organizational change and motivation discussion

    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
    http://www.rhsmith.umd.edu
    http://edwinlocke.com
    Tatiana Kuzmenko <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




  • 7.  organizational change and motivation discussion

    Posted 03-11-2009 05:28
    Linda wrote:
    "...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!)...     "

    I don't like haircut although I need haircut, and I don't want a second wife either. Just for fun, I understand what you convey.
    Two points I'd like to make:
    1. motivation is personal and varied even for the same thing.
    2. motivation and organizational change are related but don't have a single conclusion: we may like, dislike or be indifferent to the organizational change. motivation is based on personal biological and psychological needs, organizational change is just one of many factors that affect our bodily and mental operation.

    Sheng Zhao
    Date: Tue, 10 Mar 2009 19:39:37 -0500
    From: matthews@UTPA.EDU
    Subject: Re: organizational change and motivation discussion
    To: OB@AOMLISTS.PACE.EDU



    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>


      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




    Beyond Hotmail - see what else you can do with Windows Live. Find out more!


  • 8.  organizational change and motivation discussion

    Posted 03-11-2009 06:06

    From this discussion on change and motivation I’ve inferred that one has to create a sense of urgency, or create a certain state of readiness for change. To put it differently the question that needs to be addressed according to the ‘design approach’ is how can we get people to buy-into changes, how can we motivate them to support changes? That of course is a very top-down driven and planned approach towards getting people motivated. If such a perspective is adopted, I recommend you to read the work conducted by Achilles Armenakis and colleagues. They discerned five factors for creating a positive buy-into change: (1) change specific efficacy, (2) personal valence, (3) principal support, (4) appropriateness, and (5) felt need. Of course, such an approach is based upon the premise that change can be planned and therefore is manageable. However change does not always turn out as expected. For instance many changes in organizations are emergent, continuous, and unintentional, and therefore difficult or simply not under management’s immediate control. The level of readiness or resistance towards change here strongly depends on the organisation’s history in dealing with past changes. In the PhD dissertation by Yasar Kondakçi it is noted that getting people motivated towards bottom-up or emergent change is unnecessary, because the motivation grows from within those organizations. To put it differently, in learning organizations one does not have to address the question of how to motivate people towards change because the motivation is self-triggered. 

     

    Dave         

     

    --------------------------------------------------------
    Dave Bouckenooghe, PhD
    Vlerick Leuven Gent Management School
    http://www.vlerick.be
    mailto:dave.bouckenooghe@vlerick.be
    Tel: +32 9 210 9756 - Fax: +32 9 210 9757

    Reep 1, BE-9000 Gent, Belgium
    Vlamingenstraat 83, BE-3000 Leuven, Belgium
    Campus St.Petersburg, Innovation Technology Center, Birzhevaya Liniya 16, St.Petersburg, 199034, Russia

    Disclaimer:
    http://www.vlerick.be/privacy/email/index.html
    --------------------------------------------------------

     

    From: Organizational Behavior Division Listserv [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Linda Matthews
    Sent: Wednesday, March 11, 2009 1:40 AM
    To: OB@AOMLISTS.PACE.EDU
    Subject: Re: organizational change and motivation discussion



    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>
      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





  • 9.  organizational change and motivation discussion

    Posted 03-12-2009 13:45

    On the issue of resistance to change, in my forthcoming book (Handbook of Principles of Org. Beh., 2nd edition), Mike Beer has a chapter on how to promote successful org. change. You can query him at the Harvard Business School
    (mbeer@hbs.edu). He can send you a copy.



    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
    http://www.rhsmith.umd.edu
    http://edwinlocke.com
    Dave Bouckenooghe <Dave.Bouckenooghe@VLERICK.BE>



    To

    <OB@AOMLISTS.PACE.EDU>

    cc


    Subject

    Re: organizational change and motivation discussion

    From this discussion on change and motivation I've inferred that one has to create a sense of urgency, or create a certain state of readiness for change. To put it differently the question that needs to be addressed according to the 'design approach' is how can we get people to buy-into changes, how can we motivate them to support changes? That of course is a very top-down driven and planned approach towards getting people motivated. If such a perspective is adopted, I recommend you to read the work conducted by Achilles Armenakis and colleagues. They discerned five factors for creating a positive buy-into change: (1) change specific efficacy, (2) personal valence, (3) principal support, (4) appropriateness, and (5) felt need. Of course, such an approach is based upon the premise that change can be planned and therefore is manageable. However change does not always turn out as expected. For instance many changes in organizations are emergent, continuous, and unintentional, and therefore difficult or simply not under management's immediate control. The level of readiness or resistance towards change here strongly depends on the organisation's history in dealing with past changes. In the PhD dissertation by Yasar Kondakçi it is noted that getting people motivated towards bottom-up or emergent change is unnecessary, because the motivation grows from within those organizations. To put it differently, in learning organizations one does not have to address the question of how to motivate people towards change because the motivation is self-triggered.

    Dave

    --------------------------------------------------------
    Dave Bouckenooghe, PhD
    Vlerick Leuven Gent Management School
    http://www.vlerick.be
    mailto:dave.bouckenooghe@vlerick.be
    Tel: +32 9 210 9756 - Fax: +32 9 210 9757

    Reep 1, BE-9000 Gent, Belgium
    Vlamingenstraat 83, BE-3000 Leuven, Belgium
    Campus St.Petersburg, Innovation Technology Center, Birzhevaya Liniya 16, St.Petersburg, 199034, Russia

    Disclaimer:
    http://www.vlerick.be/privacy/email/index.html
    --------------------------------------------------------



    From: Organizational Behavior Division Listserv [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Linda Matthews
    Sent:     Wednesday, March 11, 2009 1:40 AM
    To:     OB@AOMLISTS.PACE.EDU
    Subject:     Re: organizational change and motivation discussion



    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>
            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