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Factors

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CLASS-2010

CLASS-2010

Published in: Business
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  • The factors in a PESTLE analysis are: Political Environmental Social Technological Legal Economic
  • Transcript

    • 1. Factors Influencing Organizational Change Faridah Norhazila Thiva
    • 2. Last Week
      • Change as an organizational process
      • Lewin’s model, Action Research etc.
    • 3. Factors Influencing Organizational Change
      • 2 approaches
        • Factors that affect the organization
        • Factors that affect the way it changes
    • 4. Factors that affect the organization
      • First, we need a model of the organization
      • We have chosen a long lived model…
    • 5. McKinsey 7S model From: The Art of Japanese Management, Tom Peters and Robert Waterman, 1981
    • 6. To Consider
      • What factors can & do affect your team’s facet of the organization?
    • 7. The factors which affect organizations
      • P – Political
        • The current and potential influences from political pressures
      • E - Economic
        • The local, national and world economic impact
      • S - Sociological
        • The ways in which changes in society affect the project
      • T - Technological
        • How new and emerging technology affects our project / organization
      • L - Legal
        • How local, national and global legislation affects the project
      • E - Environmental
        • Local, national and global environmental issues
    • 8. Factors that affect the way organizations change
      • Again we need a model, this time for organizational change
      • Last week we saw Lewin’s model
      • This week…
    • 9. Kotter's 8-Step Change Model From: Leading Change, John P Kotter - 1996
    • 10. To Consider
      • What are the factors that affect the steps in this change model?
    • 11. Step 1: Create a sense of urgency
      • For the change to happen, it needs the whole organization behind it – believing in it:
      • Identify potential threats and develop potential scenarios showing what could happen in the future
      • Examine the opportunities that should be exploited
      • Start discussions, giving people convincing reasons to start thinking and talking and thinking about the change
      • Rally support from your customers and outside investors to reinforce your argument
    • 12. Step 2: Form a change coalition
      • To help convince people that change needs to happen, find and fuel effective leaders in your organization:
      • Identify true leaders in your organization
      • Ask for emotional commitment from these people
      • Check your team for weaknesses and make sure you have a good mix of people from different areas and levels
    • 13. Step 3: Create a vision for change
      • You need a clear vision so people can understand the purpose of what you’re asking them to do:
      • Determine the values that are central to the change
      • Develop a short summary that captures what you see as the future of the organization
      • Create a strategy to execute the vision
      • Practice your vision speech often
    • 14. Step 4: Communicate the vision
      • What you do with your vision will determine whether you are successful or not and you’ll find many other run of the day company communications competing against yours:
      • At every opportunity, talk about your change vision
      • Address people’s concerns – and there will be concerns
      • Tie your vision to operations- training, reviews, hiring process …
      • Lead by example
    • 15. Step 5: Remove obstacles
      • You need to remove obstacles to empower people to execute your vision:
      • Identify change leaders
      • Recognize and reward people for making change happen
      • Identify those resisting change and help them see the need
      • Remove barriers – human and other
    • 16. Step 6: Create short-term wins
      • Success motivates – give your team a taste for success:
      • Pick a simple project you can implement with help from the die hard critics
      • Choose inexpensive projects where you can justify the spend
      • Reward the people the help you meet the goals
    • 17. Step 7: Build on the change
      • Real change runs deep – keep looking for improvements:
      • After every win, analyze what went right and what went wrong
      • Set goals to continue building on what you’ve achieved
    • 18. Step 8: Anchor the changes in corporate culture
      • Make the change stick!
      • Talk about progress every chance you get
      • Tell success stories
      • Include values when hiring or training staff
      • As key leaders of the change move on, be sure to replace them

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