change management and managing stress
TRANSCRIPT
8/10/2019 Change Management and Managing Stress
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Organizational Chan
and Stress ManagemMembers:
Arif Lelono ArumKharisma Kholif ViranataMartinus Adhi Pambudi
Novita AnggraeniSridhani Lestari Pamungkas
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Forms of Resistance to
- overt and immed- implicit and defer
Sources of Individual Resistance to Change
Resistance to Change
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Sources of Organizational Resistance to Change
Resistance to Change
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Forces for Change
Nature of theworkforce
• More culturaldiversity
• Agingpopulation
• Many newentrants withinadequate
skills
Technology
• Faster,cheaper, andmore mobilecomputers
• On-line musicsharing
• Deciphering of
the humangenetic code
Economicshocks
• Rise and fallof dot-comstocks
• 2000 – 02 stockmarketcollapse
• Record low
interest rates
Competition
• Globalcompetitors
• Mergers andconsolidations
• Growth of e-commerce
Social trends
• Internet chatrooms
• Retirement ofBaby Boomers
• Rise indiscount and“big box”
retailers
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Managing Planned Change
Change
Making things different.
Planned Change
Activities that are intentionaland goal oriented.
Change Agents
Persons who act as catalysts andassume the responsibility formanaging change activities.
Goals of Planned Cha
Improving the ability
organization to adapt
in its environment.
Changing the behavioindividuals and group
organization.
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Innovative Culture
• Organic structure positively influence innovation
• Long tenure in management is associated withinnovation
• Innovation is nurtured where there are slack resource
• Inter-unit communication is high in innovativeorganization
Creating a Learning Organization
• Establish a strategy
• Redesign the organization’s structure
• Reshape the organization’s culture
Creating a Culture for Change
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Unfreezing the status
quo
Moved to a desired end
state
Refreezing the new
change
Restraining force
Driving force
Restraining force
Driving force
1. Urgency
2. Coalition
3. Vision & Strategy
4. Communication
5. Empower others
6. Short-term win
7. Consolidate gain 8. Reinforce change
Lew
Kotte
Diagnosis Analysis Feedback Action Evaluation Actio
Organizatio
Developme
Respect for
people
Trust &
Support
Power
Equalization Confrontation Participation
Sensitivity Training Survey FeedbackProcess
ConsultationTeam Building
Approaches to Managing Organizational Change
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What Is Stress?
“An unpleasant psychological process that occurs in respons
environmental pressures”
STRESS
NEGATIVE
POSITIVE
COMMITMEN
STRESS
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Potential Sources of Stress
EnvironmentalFactors
EconomicUncertainty
PoliticalUncertainty
OrganizationalFactors
TaskDemands
RoleDemands
Interpersonal
Demands
PersonalFactors
FamilyProblems
EconomicProblems
Personality
PerceptionJob
ExperienceSocial
SupportPersonality Cultures
Individual Differences and Cultural Differences
Experienced
Stress
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Consequences of Stress
• Upper respiratory illnesses
• Poor immune system functioning
• Poor health
• Higher blood presure and lower emotional well-being
Physiological Symptoms
(health and medicalsciences)
• Job dissatisfaction
• Tension (feeling of nervousness which makesunable to relax)
• Anxiety (nervousness about what mght happen)
• Irritability (angry or annoyed easily)
• Boredom
• Procrastination
PsychologicalSymptomps
• Reduction in productivity, absence, and turnover
• Changes in eating habbit, increased smoking oralcohol consumption
• Rapid speech, fidgeting (nervous movement)and sleep disorders
Behavioral Symptomps
The Inverted-U
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Managing Stress
• Time management (activity management)
• Physical exercise• Relaxation techniques
• Social suport network (friend, family, colleague)Individual
Approaches
• Selection and placement
• Training
• Redesigning jobs
• Increasing employee involvement in decisionmaking
• Sabbaticals (rest, travel, pursue personal project)
• Provide wellness program such as workshop tohelp employee quit smoking, control alcohol use,lose weight, eat better, so on)
OrganizationalApproaches
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Implications for Managers
Everything ischanged
Organizations andtheir members
undergo dynamicchange
Perform Competitive
“Managers are the primary change agent in most organization. By
the decisions they make and their role-modeling behaviors, they
shape the organization’s change culture” –Robbins and Judge-
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Thank You…