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Change Management

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A detailed Presentation on change management i presented in my OB class of MBA.

A detailed Presentation on change management i presented in my OB class of MBA.

Published in Business , Technology
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  • 1. What Is Change?Making things different.• Organizational Change  Any alterations in the people, structure, or technology of an organization• Characteristics of Change  Is constant yet varies in degree and direction  Produces uncertainty yet is not completely unpredictable  Creates both threats and opportunities.
  • 2. Forces of Change. External Demographic Characteristics Technological Advancements Shareholder, Customer, and Market Changes Social and Political Pressures The Need for Change Internal Human Resource Problem/Prospects Managerial Behavior/Decisions
  • 3. Forces that Stimulate Change in Organizations.• External forces that stimulate change:  Demographic characteristics  Technological advancements  Shareholder, Customer, and Market changes  Social and political pressures
  • 4. Forces that StimulateChange in Organizations• Internal forces that stimulate change: Human resource problems  High turnover  Perceptions of unfair treatment Managerial Behavior/Decisions  Excessive interpersonal conflict  Inadequate direction or support
  • 5. Change Agents• Change Agents  Persons who act as catalysts and assume the responsibility for managing the change process.• Types of Change Agents  Managers: internal entrepreneurs  Nonmanagers: change specialists  Outside consultants: change implementation experts
  • 6. Types of Organizational Change Radically Adaptive Innovative Radically Innovative Change Change Innovative Change Change Reintroducing Introducing a Introducing a a familiar practice new to practice new to practice the the industry organization Low High  Degree of complexity, cost, and uncertainty  Potential for resistance to change
  • 7. Change Process Viewpoints• The Calm Waters Metaphor  Lewin’s description of the change process as a break in the organization’s equilibrium state
  • 8. Lewin’s Change Model• Unfreezing  Creates the motivation to change  Benchmarking Data  Financial data, emerging trends Changing – Provides new information, new behavioral models, or new ways of looking at things Refreezing – Helps employees integrate the changed behavior or attitude into their normal way of doing things
  • 9. The Change Process
  • 10. Change Process Viewpoints• White-Water Rapids Metaphor  The lack of environmental stability and predictability requires that managers and organizations continually adapt (manage change actively) to survive.
  • 11. Why People Resist Change in the Workplace1) An individuals’ predisposition toward change2) Surprise and fear of the unknown3) Climate of mistrust4) Fear of failure5) Loss of status and/or job security
  • 12. Why People Resist Change in theWorkplace 6) Peer pressure 7) Disruption of cultural traditions and/or group relationships 8) Personality conflicts 9) Lack of tact and/or poor timing 10) Nonreinforcing reward systems 11) Past success
  • 13. Overcoming Resistance to ChangeTactics for dealing with resistance to change:• Education and communication• Participation• Facilitation and support• Negotiation• Selecting people who accept change• Coercion
  • 14. © 2007 Prentice Hall, Inc. All rights reserved. 13–15
  • 15. THANK YOU.