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Outils collaboratifs & conduite du changement

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Présentation réalisée pour la soutenance de mon mémoire ayant pour problématique :
"En quoi les entreprises sont-elles confrontées à des résistances aux changements lors du déploiement d’outils collaboratifs ?"

Publié dans : Business
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Outils collaboratifs & conduite du changement

  1. 1. ETUDE SUR LE DEPLOIEMENT ENENTREPRISE DESRÉSEAUX SOCIAUX D’ENTREPRISE /OUTILS COLLABORATIFSMémoire de RecherchePrésenté et soutenu en juin 2013Lise BOURGESSous la direction de Franck GAVOILLE
  2. 2. CONTEXTE D’un point de vue Théorique D’un point de vue Managérial
  3. 3. PROBLÉMATIQUEEn quoi les entreprises sont-elles confrontéesà des résistances aux changements lors dudéploiement d’outils collaboratifs ?
  4. 4. THÉORIE :LA CLASSIFICATION DE HAMBRICK ETCANNELLA (1989) La résistance aveugle : Personnes simplement intolérantes auxchangements. La résistance politique : Personnes se battant contre la perte de quelque chosede valeur (pouvoir, d’un statut, d’un travail, d’unrevenu, etc.) La résistance idéologique : Personnes qui pensent que le nouveau changementne fonctionnera pas ou que celui-ci va à l’encontre deleurs valeurs
  5. 5. HYPOTHÈSES DE RECHERCHEI. Le rôle du systèmehiérarchique et de la culture Un changement révolutionnaire Un changement évolutionnaire
  6. 6. HYPOTHÈSES DE RECHERCHEII. Des résistances propres auxcollaborateursIII. Des résistances propres auxmanagers
  7. 7. CHOIX MÉTHODOLOGIQUE Étude qualitative Entretiens individuels Entretiens Semi-directif Approche : l’abduction
  8. 8. ECHANTILLON : 3 ENTRETIENS Arnaud Rayrol : Directeur Fondateur de Lecko Consultant en organisation Anouk Debard GrDF, Groupe GDF Suez Consultante interne Raphaël Chassard Crédit Agricole SA Responsable Maîtrise d’OuvrageOutils collaboratifs
  9. 9. RÉSULTATS Hypothèse 1 : une révolution Un changement inédit puisqu’elles n’ont plus la main sur lafaçon de procéder sur le déploiement des nouveaux processus. Hypothèse 2 : une évolution La transformation de la culture d’une entreprise ne peut sefaire en rupture complète avec ce qu’est l’entreprise. Hypothèse 3 et 4 : l’ère de la collaboration Les trois formes de résistances explicitées par HAMBRICK etCANNELLA (1989) apporte une bonne approche desrésistances. Cependant, du fait de la coloration collaborativeet social des RSE, des nuances et des compléments sont àprendre en compte.
  10. 10. RÉSULTATSEntreprise / OrganisationManagersCollaborateurs- Peur d’être visible- Peur d’être sollicitéen permanence- Perte de pouvoir- Redéfinition de leurrôle- Nouvelle gestion desmoyens humains- Perte de pouvoir(communication)- Transformationde la culture- Perte de temps- Les passifs
  11. 11. RECOMMANDATIONS MANAGÉRIALESLES MANAGEURS ET LES COLLABORATEURSRassurerFormerGarder du sensS’appuyer sur les facilitateursConfianceLaisser du temps s’écouler
  12. 12. RECOMMANDATIONS MANAGÉRIALES –TRANSFORMATION CULTURELLEMontrer l’exempleFaire la promotion de l’autonomieet de l’auto-organisationTravailler en réseauRespecter et reconnaitre lesopinions
  13. 13. LIMITES La perspective interprétative Petit échantillon Lien avec l’entreprise Lecko. Modération de certains des propos
  14. 14. PERSPECTIVES Une étude sur de plus nombreux acteurs pourraitêtre effectuée. Plusieurs pistes : Next Modernity Un éditeur de logiciel Des managers et des collaborateurs Une étude comparative avec un autre pays
  15. 15. CONCLUSION Réalisation d’une V2 Partage du document Aide à la recherche d’emploi
  16. 16. MERCI DE VOTRE ATTENTION

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