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Porras and Robertson Model of Organizational Change
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Porras and Robertson Model of Organizational Change
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Made By Navdeesh
Discussion
Porras and Robertson Model of Organizational Change
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Made By Navdeesh
Introduction
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Porras and Robertson Model of Organizational Change Jerry Porras and his associates developed a model of how organization development works; it is described in a discussion by Porras and Peter Robertson.
Case Study
From this case study, it is apparent that HP Company has clearly realized that leadership style
has to be transformed by virtue of the change of situations, and also taken the ‘training and
development’ programme to meet the challenge of requiring more ‘team-work’ spirit and
‘efficiency’ in situations. For example, one participant said, “Dynamic leadership skills helped
me remove needless discussion and ‘arguing’ time from the meetings”.Therefore from this case study we can come to the conclusion that the transformation of leadership in different
situations is considerably significant and failure of doing it could constitute the big threat to the
success of change management.
The basic premise is that OD interventions alter features of the work setting causing changes in individuals behaviours, which in turn lead to individual and organizational improvements.
Organizational change occurs only when individuals change their behaviour, and these behaviour changes occur when elements of the work setting have been modified by OD interventions.
The work setting plays a central role in this model and consists of four factors
organizing arrangements, social factors, physical setting, and technology
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This model shows how OD interventions can be linked to factors in the work setting. For example, OD interventions that focus on goals, strategies, and rewards will affect organizing arrangements.
Interventions
Interventions that focus on culture, management style, and interaction processes will affect social factors. Interventions that focus on job design and work flow design will affect technology. Models of Change influence on-the job behaviours, which determine organizational performance and individual Notes development. It is how OD works, according to Porras and Robertson
Model
This model is extremely useful for OD practitioners and organizational leaders. Keep this framework in mind OD interventions target one or more factors shown in figures.
Dividing the working environment into four organizational subsystems helps to form the approach in a holistic way. The four sub-systems, in which changes can be initiated and supported, are:
"Organizing Arrangement", for example, worker's council, data security officer, management levels.
"Social Factors", for example, announcements, training, internal customer care.
"Physical Setting", for example, work materials, intranet access, work space.
"Technology", for example, availability of systems for a large number of users, response times for research, required computer configuration, installation processes.
This organizational model for planned organizational change describes concrete approaches for making changes, with the goal of influencing on-the-job behavior of employees in a positive way. When implementing the Expertise Location Management solution, the various perspectives (work setting) were taken into consideration and specifically designed. A comprehensive project plan, which also orients itself to this outline in terms of its strategic goals, can be used as an instrument for controlling projects.