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Change Management Change Management Presentation Transcript

  • MANAGING of CHANGE Dr. Amin Senin Institut Aminudin Baki Kementerian Pelajaran Malaysia
  • Topics of Discussion Session 1 Session II • Introduction • Change Process Model • HRD Approach on Change • Cumming & Worley’s Model • Definition of Change • Kotter’s Eight-Stage Model • Core Dimension of Change • Fullan’s Tri-Level Reform • Perspectives on Change • UK School Remodeling Model • Fundamental Steps of Change • Organizational Change Process • Personal Change Process • Resistance to Change
  • Change is a fact of life
  • Change Blindness
  • Change is complex
  • HRD Approach on Change
  • Training HR Wheel Union & Assistance Development HRD HRD Employee Organizational Assistance Development HR Research & Career Human Human Development Informastion System Resource Resource Result Result Organizational Compensation / Job Benefit Design Selectiion HR & Planning Staffing Performance Management System Closely HRD Closely HRD Source : From P.A. McLagan(1989). Models for HRD practice, Training and Development Journal, 41:56
  • Training HR Wheel Union & Assistance Development HRD HRD Employee Organizational Assistance Development HR Research & Career Human Human Development Informastion System Resource Resource Result Result Organizational Compensation / Job Benefit Design Selectiion HR & Planning Staffing Performance Management System Closely HRD Closely HRD Source : From P.A. McLagan(1989). Models for HRD practice, Training and Development Journal, 41:56
  • Definition of HRD Human resource development (HRD) is a process of developing and unleashing human expertise through organizational development (OD) and personnel training and development (T&D) for the purpose of improving performance.
  • Training and Development . . . is the process of systematically developing expertise in individuals for the purpose of improving performance. . . . change process . . . Organizational Development . . . is the process of systematically unleashing human expertise to implement organizational change for the purpose of improving performance.
  • Definition of Change • Individual Development • Learning Change as . . . • Work and Life Roles • Internal Adult Development • Goal-Directed Activity • Innovation
  • Core Dimensions of Change Incremental Continuous Versus Versus Transformational Episodic
  • Perspectives on Change Lewin’s Field Theory • Force Field Theory Sociotechnical Theory • Change Process • Technical System Typology of Change • Social System • Life Cycle Theory • Teleological Theory • Evolutionary Theory • Dialectic Theory
  • Fundamental Steps of Change Internal Change Agent View Behavioral View (Lewin, 1951) Psychological View (Armenakis et al, 1999) (Bridges, 1991) Unfreezing Ending Readiness Movement Wilderness Adoption Refreezing New Beginning Institutionalization
  • Resistance to Change 3 Dimensions • Cognitive - beliefs about the change • Emotional (affective) - feelings in response to change • Behavioral - actions in response to change
  • Resistance to Change Resistance as . . . • Unavoidable Behavioral Response • Politically Motivated Insurrection and Class Struggle • Constructive Counterbalance • Cognitive and Cultural Restructuring
  • End of Session I
  • Session 11
  • Topics of Discussion Session 1 Session II • Introduction • Change Process Model • HRD Approach on Change • Cumming & Worley’s Model • Definition of Change • Kotter’s Eight-Stage Model • Core Dimension of Change • Fullan’s Tri-Level Reform • Perspectives on Change • UK School Remodeling Model • Fundamental Steps of Change • Lewin’s Change Process • Resistance to Change • Reflective-Practice Change Process
  • Change Process Model •Cummings and Worley’s Model • Kotter’s Eight Stages Model • Fullan’s Tri-Level Reform Model • UK School Restructuring
  • Cummings and Worley’s Model 1.Motivating Change 2.Creating Vision 3.Developing Political Support 4.Managing the Transition 5.Sustaining Momentum
  • Kotter’s Model 1. Establishing a Sense of Urgency 7. Consolidating Gains and Producing More Change 2. Creating the Guiding Coalition 8. Anchoring New Approaches in 3. Developing a Vision and Strategy the Culture 4. Communicating the Change Vision 5. Empowering Broad-Based Action 6. Generating Short-term Wins
  • Fullan’s Tri-Level Reform
  • UK School Remodeling
  • Lewin’s Change Process •Force Field Analysis • Three Stages Change Process • Freezing • Changing • Unfreezing
  • Attitudes Behaviours
  • Attitudes Behaviours
  • Mental Model Attitudes Behaviours
  • Mental Model Attitudes Behaviours Ethos
  • Mental Model Attitudes Reflection Behaviours Ethos
  • Mental Model Attitudes Reflection Behaviours Practice Ethos
  • Mental Model Attitudes Reflection Result Behaviours Practice Ethos
  • Mental Model Attitudes Reflection Result Behaviours Practice Ethos
  • Ability American Effort Asian
  • Mneurut penyldieikian Uinvesriti Egnlish, waaluupn keududkan susnaun ajbad sautu prekataan itu brceamupr audk, adna maish daapt mebmacayna tnapa maslaah, aslakan abajd petrama dan terkahir pekrataan berkeanan berdaa daalm kdeudukan ynag butel. Ini kreana ktia tiadk mebmaca seitap ajbad brekeanan, tetpai memcaba pekrataan itu seacra kesleurhuan.