ppt on organisational change1

8/9/2019 Ppt on Organisational Change1

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OrganizationalOrganizational change & Organizational developmentchange & Organizational development.

Organizationaldevelopment.

Organizational Change

Organizational change is the process by which organizations

move from their present state to desired state to increase

their effectiveness


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Nothing is permanent in this world butNothing is permanent in this world but

change


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Change is vital so as to avoid stagnation.

Change is a process not an event

Change is normal & constant

Change is fast & likely to increase further in the present

competitive business

C

hange is both directive as well as participative


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To survive organizations must train their managers &

work force to cope with new demands, new problems and

new challenges

change can be either a) planned or b)routine.

planned change reflects change in goals & operatingphilosophy to improve the ability of the organization to

adapt to the changes in the

environment.

Involves new policy implementation to change

employee behavior.


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Individual-level Changes:

Changes in Job assignments

Relocation

Internal Mobility

Job Re-designing, Job-structuring

Skill/Competency Development

Changes in behavior, attitudes


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Group Level Changes: Work flow changes

Job designs

Changes in communication & networking patterns

Organization of groups (formal/informal)

Team Building


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Organizational Level Changes:

Structure

Process

Systems

Policy level changes

Organization Development


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Planned and Unplanned OrganizationalPlanned and Unplanned OrganizationalChangesChanges

Planned Changes Changes in products and

services

Changes in administrative

systems

Changes in organizational

size or structure Introduction of new

technologies

Advances in information

processing and

communication

Planned Changes Changes in products and

services

Changes in administrative

systems

Changes in organizational

size or structure Introduction of new

technologies

Advances in information

processing and

communication

Unplanned Changes Changing employee

demographics

Performance gaps

Governmental regulations

Unplanned Changes Changing employee

demographics

Performance gaps

Governmental regulations

Organizational

Change


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Factors leading to changeFactors leading to change..

Nature of workForce.

Economicfactors

Technology

competition


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Sources to resistance to changeSources to resistance to change..

Individual resistance

Organizational resistance


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Habit-comfortzone

securityUndisclosed.Reasons

Fear of theunknown

INDIVIDUAL

RESISTANCE


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Limitedfocusfor change.

organizational

Resistance

Structural&process

inertia

ThreatTo

Expertise

ThreatTo

EstablishedpowerRelations

Threat

ToEstablishedresourceAllocation


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Resistance Overt

Threat of strike

Work slowdown

Easy to handle best

Implicit Subtle

Loss of loyalty, motivation

Increased error, Fall in productivity

Difficult to handle.

Deferred Clouds link between Source & Reaction of resistance

Piles up & then explodes over non-issues.


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Tactics to overcome resistance to changeTactics to overcome resistance to change

Education and communication of logic.

participation & involvement of all in the

implementation of change.

Facilitation & support.

Negotiation & agreement

Manipulation & co-optation : when other methods fail.


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Education and Communication

Participation and Involvement

Facilitation and Support

Negotiation and Agreement

Manipulation and Co-optation

Coercion

Promote Positive Attitudes Toward Change

Copyright 2005 Prentice-Hall 18-16


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Generally changes are unplanned

If possible should be proactive , goal oriented & intentional.

GOALs

Give the organization more flexibility to adapt to change.

Change employee attitude/ behavior.

Whos Responsible for Change

Change Agent - manager / employee / outside consultant

Source of functional conflict Good- makes people think & debate but may hinder adaptation

& progress.

Change needs to be planned


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LEWINS 3 STEP CHANGE PROCESS

UNFREEZE MOVE REFREEZE.

CHANGE THEEXISTINGSITUATION.

Make the reasons forchange

Obvious to theindividual/orgz.

SHIFT TOA DIFFERENTBEHAVIOUR.

Adaptation of

New values,behaviors& attitudes.

REVISED BEHAVIOURBECOMES THE NORM.

New behavioral pattern is

Now the new norm.


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Adopt quality control measures Give power to each individual

Define roles

Challenge people

Motivate them to change. Eliminate unnecessary rules

Increase interaction and cross functionality

In all, grease the joints to prevent rusting

Fire / Retrench people if required make spacefor new blood.

Generic Solutions


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According to global research:

More than 60% of the changes organizations try to

implement, fail to achieve expectations.

Many more require significantly more time andresources than their planners anticipated.

Change: FailureChange: Failure


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THANK YOU

ppt on organisational change1

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