MANAGING MANAGING CHANGECHANGE

ASST PROF. JONLEN DESAASST PROF. JONLEN DESA

We live in a world that is constantly changing. Change is part of everyone’s life. It is unavoidable in the life of an organization. Change is a process of transformation. Through change, one moves forward towards

something new, leaving behind the old or past. Change is necessary for survival.

POSITIVE ASPECTS

New Opportunities Chance To Experiment Create Something New Innovation Expand Into New Areas Develop New Skills And

Expertise

NEGATIVE ASPECTS

Uncertainty Ambiguity Fear Of Unknown

Organizational change is the process by which organizations move from their present state to some desired future state to increase their effectivness.

Organizational change includes alteration of structure, people & technology.

Change agent Change agent is a person responsible for bringing about change in an organization.

While bringing about change in an organization, it is important that this change is properly managed to avoid resistance.

Nothing remains permanent in management. Change has no beginning and end. It is a continuous process. It is unavoidable, those who change survive,

those who do not perish.

Meeting the challenge of change is the primary responsibility of management.

An organization should not remain static for a long time. If it does, it becomes outdated and its survival is at stake.

Firms should change to match the needs of the changing environment.

“Change or die” is the present philosophy of business.

Organizational change has to be introduced in a systematic manner with little or no resistance.

Every business should develop its own plan for change.

This plan has to be developed by the TLM. The top management plays a very important

role in the introduction, execution and management of change

Ongoing Process Comprehensive in approach Influences Survival Planned(PA) & Unplanned(RA) Changes Internal Factors External Factors(Opportunities & Threats) Accompanied by resistance Improves Performance Unavoidable

INTERNAL FORCES

People (Employees & Customers) Deficiencies in existing system Crisis Employee Composition New Managerial Personnel

EXTERNAL FORCES

Competition Technology Influence of business

environment Political & Legal System Globalization

1. Becoming aware of the forces/pressure for changeIdentify internal & external forces for change2. Recognizing the need for change3. Diagnosing the problemIdentify Cause. Collecting data & information4. Planning the ChangeWhat, When, Who ( Change)?????5.Implementing the change(Dealing with Resistance)

Unfreezing, Moving, Refreezing6. Follow up & review on change

Whenever change is introduced, employees behave in 3 ways: Accept change, Oppose change or be indifferent.

Opposition to change leads to resistance to change Resistance to change implies that employees do not accept

change willingly. Resistance to change is psychological. It may due to different individual and organizational factors. It is a human behavior and mostly because of unfamiliarity

and fear of the unknown. Open communication is necessary to avoid resistance to

change.

Management Theory & Practice- C.B.Gupta Principles of Management-Rajeesh Viswanthan Organizational Behaviour- K. Aswathappa Management- Stephen Robbins, Mary Coulter General Management- N.G. Kale