INTRODUCTION

Individual Approaches to Change

• Job Enrichment
• Laboratory Change
• Behavior Modification
• Transactional Analysis

Group Approaches to Change

Here is a story to illustrate how change can look as it takes place. The chiefs of three villages each set out to build a bridge across a wide chasm. If they could build this bridge, the trade that came would enrich the lives of villagers for generations to come. The first chief told his workers, "Go forth and work. Do whatever is necessary to build that bridge." The villagers established a frenzied pace, for this chief abused those workers who did not follow his commands. The first chief boasted to the other two leaders about the speed of his construction. Unfortunately, because no one coordinated these worker's efforts, the bridge was a haphazard collection of nails and boards. It soon collapsed.

The second chief was watching this mess and decided to learn from the first chief's mistakes. She organized her workers into teams, and gave them a plan to build a bridge. At first, these workers had success, and built the bridge straight as an arrow far over the chasm. She boasted to the two other chiefs about the accomplishments of her workers. Unfortunately, the the next major storm destroyed the bridge for the chief did not know how to build structural supports. Her workers became discouraged and abandoned their efforts.

The third chief was watching their efforts and decided to learn from the other chiefs' mistakes. He sent his workers to the other villages to learn what they had done, and what they hadn't done. His workers then developed a plan. In their first step, they did not build the bridge at all, but focused on creating the support columns they would need. When they completed this task, they rapidly finished the bridge. (David Chaudron, PhD Re-engineering and TQM: Approaches to Organizational Change told as a "Tale of Three Villages" http://www.organizedchange.com/village.htm)

• Role Analysis Technique - developed by Ishwar Dayal and John Thomas. The technique clarifies role expectations and obligations.
• Intergroup Problem Solving - a method used to help solve inter-group conflict.
• Process Consultation - is a set of activities, provided by a consultant, that helps members of an organization perceive, understand, and act on process events that occur in their work environments.
• Survey Feedback - is an organizational approach to change that involves collecting date (usually by means of survey questionnaire) from members of a work group or whole organization, analyzing and summarizing the data into an understandable form, feeding back the data to those who generated it, and using the data to diagnose problems and develop action plans for problem solving.
• Strategic Planning - involves identifying the mission of an organization; recognizing internal and external forces to determine the effects they have on the organization’s ability to accomplish its mission; developing strategies for dealing with them, including a framework for improvement and restructuring of programs, management, participation, and evaluation; and instituting action plans to carry out those strategies and achieve the organization’s mission.