Organizational change

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Organizational change

  1. 1. Presentation on Organization Change & Development Research Area-Image channel Submitted to-Sanjeev Pradhan Submitted ByAbhyuday Shah
  2. 2. Nothing in the world remains constant. Change is the fact and reality. Refers to the change in organizational setting. It includes: Job Enrichment. Formulation of Autonomous group works. Introduction of improved incentive plans. Introduction of participative decision making process. Formulation of Quality Circles.
  3. 3. Refers to environment outside the organization that can affect the organization performance. The types of External changes are:  Change in Political Forces  Change in Economic Forces  Change in Socio-Cultural Forces  Change in Technology
  4. 4. Refers to government regulations and legal system for business. Influenced by three institutions: ◦ Legislature ◦ Executive ◦ Judiciary Refers to the system of producing and distributing goods and services. Involves economic system, economic policies, capital market & globalization.
  5. 5. Includes social trends like delayed marriages, nuclear families, antismoking attitudes. Includes social values, norms, customs and demographic composition. Process of converting inputs into outputs. Focuses on machines & equipments, transmission of information, new techniques & process, research & development.
  6. 6. Changes occur within the organization. Controllable in some extent. Internal changes occur due to: ▫ Change in Owner & BOD ▫ Change in goals ▫ Change in plans & policies ▫ Change in organizational structure ▫ Change in job technology ▫ Change in work environment
  7. 7. Change in Structure Change in Technology Change in Business Process Change in People/Behaviour Organization’s structure is defined by how tasks are formally divided, grouped & coordinated. It includes:  Change in the number of Organizational level.  Altering span of control.
  8. 8. It includes introduction of new work process,new equipments and tools. Work process changed from manual process to automation. Involves proper layout of workplace for convenience to work. Job may be redesigned by adding varieties in the job or by increasing the depth of the job. Refers to change in employees attitude, skills, expectation, perception & behaviour. People change their behaviour through the process of communication.
  9. 9.   Important sources of organizational conflict. It brings obstacles in change adaption and progress.
  10. 10. Individual Resistance Economic Insecurity Fear of Uncertainty Fear of losing power, resources and freedom Existing Habits Misunderstanding and lack of trust Different Perception Poor communication and lack of involvement
  11. 11.   Organizations have their own defined structure. Have specific procedures for selection, training and other socialization technique.
  12. 12.  Change in organizational systems threaten to the expertise of one specialized group.  One group of expertise may have fear of loss of job, demotion, less economic gain, etc.  Individuals work in Organization in the group.  They consider group norms, systems and values.
  13. 13. Managers always want to remain in power. They do no want change as it reduces their status in the organization. Organization may resist change due to limitation in various resources like:  Skilled people  Capital  Physical facilities  Time
  14. 14. People resist change due to lack of knowledge. Education, training and communication to the employees plays a vital role. People resist change due to lack of Participation and Involvement. Managers need to involve employees for preparing change plans, policy and strategy.
  15. 15. • Managers can introduce a range of supportive efforts to minimize resistance to change. • Provides emotional support and training for new skills. • Develops understanding among employees. • Negotiation and Agreement is necessary when resistance to change is very powerful. • More costly and risky techniques.
  16. 16. Manipulation is a cover tactic to implement change. Involves tactful presentation of case among employees to accept change. Co-optation involves participation. Coercion involves: • Threats of transfer • Loss of promotion • Negative performance evaluation
  17. 17. Process of improving organizational efficiency. It is a long run plan. Main motive is to improve the efficiency of organization.
  18. 18. Individuals are perceived as being responsible, conscientious and caring. They should be treated with respect and dignity. The effective and healthy organization is characterized by:  Trust  Authenticity  Openness  Supportive Climate
  19. 19. o Effective organizations deemphasize hierarchical authority and control. o Problems shouldn’t be swept under rugs. They should be openly confronted. o o People who will be affected by change are involved in decision making surroundings.
  20. 20. Change Yes 45% Depends upon Situation 40% No 15%
  21. 21. Organization Change External Internal 45% 55%
  22. 22. Working Environment 20% 35% Change in Owner & BOD Change in Goals 20% 25% Change in Organizational Structure Change in Job Technology
  23. 23.        Should be changed and developed Market is changeable Desire of costumer is changeable Change is to be done in effective way Costumers should be attracted Got many Barriers Every problem should be analyse
  24. 24.         Consumers are pillar of organization Absence of consumer cause failure Programes should be behave on them Attracting programes should be bought Provide knowledge about the banking system Should establish branch in rural areas Donation in social work Provide services to the workers

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