Your SlideShare is downloading. ×
  • Like
Change Management
Upcoming SlideShare
Loading in...5

Thanks for flagging this SlideShare!

Oops! An error has occurred.


Now you can save presentations on your phone or tablet

Available for both IPhone and Android

Text the download link to your phone

Standard text messaging rates apply

Change Management


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
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
  • Very useful presentation
    Are you sure you want to
    Your message goes here
No Downloads


Total Views
On SlideShare
From Embeds
Number of Embeds



Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

    No notes for slide


  • 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.