For the Good of Many Case Study

Development of Concern

? Process of sensing that a problem exists, which then leads to legitimizing the idea of change to a point that change is put on the organization’s agenda.

Did the employees understand the problem?

How could they have been made more aware of the problem of the 90 days without work?

? Acknowledgment of understanding the problem

? The building of a culture that advocates change that affects power structures, career paths, and reward systems

What were the employees concerns about their careers?

What were the managers concerned about in terms of their employees careers?

How should the management have worked through the Persuasion Stage?

Persuasion Stage

1.Relative Advantage

? Determining whether an innovation’s adoption will allow the organization to operate more efficiently than it currently does

2.Compatibility

? Attribute of an innovation that concerns whether or not the innovation agrees with the organization’s current values/mission and/or future mission

3.Complexity

? An attribute of an innovation that concerns the degree to which the innovation is easily understood and/or used

4.Trialability

? Attribute of an innovation that concerns the degree to which the innovation can be implemented on a trial basis

5. Observability

? Concerns the degree to which the results of the innovation are visible to members of the organization or those who are making the final decision

? Planning and Acting

? Reflects selling the vision of what the future will be like when the change is successfully implemented

What could the management have done to share the vision of the future and the change with the employees?

? Stabilizing of change

? Reflects the ability of management to ensure that the entire organizational process is in support of change

How could the management have handled the “roll out” of their innovative plan of involving employees in the community?

How would you have presented the idea?