Think back to the change that you identified for Activity 8.4 . Which of the techniques (at any level or scope) in Pugh’s OD matrix were used as the change was implemented? Were they appropriate?

Activity 8.4

Identify a change initiative in which you have been involved (or one with which you are familiar). You may find it helpful to use the example identified when completing Activity 8.3 .

To give you practice in using a responsibility chart, list some of the actions associated with that change and assign the people (or ‘actors’) involved, according to their role(s).

Consider whether Beckhard and Harris’ (1987) ground rules for assigning roles were adhered to. If not, did this cause confusion of responsibilities and/or impede action?

Activity 8.3

Identify a major change in an organization with which you are familiar – preferably one in which you have been involved.

Consider each of Pugh’s principles and make notes regarding the following in terms of gaining people’s commitment to the need for a new vision and associated change:

Principle 1

● Were the implications for different groupings thought out?

● What (if any) methods were used to persuade people of the need for change?

Principle 2

● Was thought given to how the changes might impact on people’s:

– Positions and prospects?

– Status?

– Power?

Principle 3

● Were the comments (supportive or otherwise) of different people and groups taken seriously and acted upon?

Principle 4

● How much effort was made to increase people’s confidence in the new vision?

● How much effort was made to identify those people and groups who were most likely to ‘spearhead’ the change?