• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Slide od latest_version[2)
 

Slide od latest_version[2)

on

  • 1,085 views

 

Statistics

Views

Total Views
1,085
Views on SlideShare
1,071
Embed Views
14

Actions

Likes
0
Downloads
19
Comments
0

2 Embeds 14

http://bmculture.blogspot.com 13
http://www.bmculture.blogspot.com 1

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Slide od latest_version[2) Slide od latest_version[2) Presentation Transcript

    • DCE 5632
      ORGANIZATIONAL RESPONSE TOWARDS CHANGE
      Instructor:
      Dr. Khairuddin Bin Idris
    • Organizational Response Towards Change
      PRESENTATION
      Response to change
      Sources of resistance
      Forms of resistance
      Overcoming resistance to change
      Change strategy
      OUTLINE
    • Organizational Response Towards Change
      RESPONSE TO CHANGE
      - ve
      +ve
      • Denial
      • Anger and
      resistance
      • Exploration
      and
      acceptance
      • Commitment
    • Organizational Response Towards Change
      SOURCES OF RESISTANCE
      individual
      organisational
    • Organizational Response Towards Change
      FORMS OF RESISTANCE
    • Organizational Response Towards Change
      OVERCOMING RESISTANCE TO CHANGE
    • Organizational Response Towards Change
      CHANGE STRATEGY
      Kurt Lewin – Three Step Change Model
      Unfreezing
      Movement
      Refreezing
      Kurt Lewin – Forced Field Analysis
      The Kurt Lewin model can help a leader do the following:
      Make a radical change,minimize the disruption of the structure’soperations; and make sure that the change is adopted permanently
      Kurt Lewin's change model recognises that people like the safety, comfort and feeling of control within their environment. It also recognises that they derive a strong sense of identity to from their environment.
    • Organizational Response Towards Change
      CHANGE STRATEGY
      Unfreezing
      Unfreezing means getting people to gain perspective on their day-to-day activities, unlearn their bad habits, and open up to new ways of reaching their objectives. Basically, the current practices and processes have to be reassessed in order for the wheels of change to be set in motion.
      Movement
      Transition is the inner movement or journey we make in reaction to a change. This second stage occurs as we make the changes that are needed.
      Refreezing
      “re-freezing” will give the people the opportunity to thrive in the new organization and take full advantage of the change.
    • Organizational Response Towards Change
      CONCLUSIONS
      In conclusions, change is a common thread that runs through all businesses and organisation regardless of size, industry and age. Our world is changing fast and, as such, organizations must change quickly too. Organizations that handle change well thrive, whilst those that do not may struggle to survive.
    • 10