Organizational change final 1

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  • COPE =HARIFY

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  • 1. Prepaid by: Mehul RasadiyaK .K PAREKH INSTITUTE OF MANAGEMENT STUDIES.
  • 2. 1.FREDERICK TAYLOR2.HENRI FAYOL3.ELTON MAYO Mehul
  • 3. EFFECTIVENESS WAS DETERMINED BY FACTORS SUCH AS PRODUCTION MAXIMIZATION, COST MINIMALIZATION, TECHNOLOGICAL EXCELLENCE, Etc. Mehul
  • 4. EFFECTIVENESS IS A FUNCTION OF CLEARAUTHORITY AND DISCIPLINE WITHIN AN ORGANIZATION Mehul
  • 5. EFFECTIVENESS IS A FUNCTION OF PRODUCTIVITY RESULTING FROM EMPLOYEE SATISFACTION Mehul
  • 6. INTRODUCTION OF ORGANISATIONCULTURE EFFECTIVENESS In today’s business world, most of the organizations are facing a dynamic & changing environment effectiveness. They should either change or die, there is no third alternative. Organizations that learn & cope with change will florish & others who fail to do so will be wiped out. Mehul
  • 7. MEETING ORGANIZATIONAL OBJECTIVES ANDPRVAILING SOCIETAL EXPECTATIONS IN THENEAR FUTURE, ADAPTING AND DEVELOPING INTHE INTERMEDIATE FUTURE, AND SURVIVINGIN THE DISTANT FUTURE. Mehul
  • 8. APPROACHES TO MEASURING ORGANIZATIONAL CULTURE EFFECTIVENESS System Resource Approach: Internal Process Approach: Goal Approach: Constituency Approach: Domain Approach: Mehul
  • 9. Flow Charts of Approaches toOrganizational Culture Effectiveness INPUTS TRANSFORMATION OUTPUTSSYSTEM RESOURCE APPROACH GOAL APPROACH INTERNAL PROCESS APPROACH Mehul
  • 10. Organizational Culture effectivenessSubstantive modification in some part of the organization;It may include any aspect in the organization:- Work schedules;- Bases for departmentalization;- Span of management;- Organizational design;- Staff. Mehul
  • 11. FEATURES OF ORGANISATION CULTURE CHANGE effectivenessChanges results from the pressure of both internal & external forces in the organization.Change in any part of the organizationChange may affect people , structure , technology.Change may be reactive or proactive. Mehul
  • 12. Types of organizational CULTURW changeThere are two main types of a change:- Planned change. It is designed and implemented in an orderly and timely fashion in anticipation of future events;- Reactive change. It is a respond to circumstances as they develop.- Technological changes;- Behavioral changes;- Innovations. Mehul
  • 13. organizational change processAccording to Kurt Lewin, there are three stages in change process:- Unfreezing;- Implementing;- Refreezing. Mehul
  • 14. REFREEZING DesiredConditions IMPLEMENTING Driving Forces UNFREEZING Driving Current ForcesConditions Driving Forces Before During After Change Change Change Mehul
  • 15. Stages in ORGANIZATIONAL change processUnfreezing means that people who will be affected by change should understand why change is necessary;Implementation is next stage.Refreezing involves reinforcing and supporting the change. Mehul
  • 16. Steps in change processRecognition the need for change;Establishment of goals for change;Diagnosis of relevant variables;Selection of appropriate change techniques;Planning for implementation of the change;Actual implementation;Evaluation Mehul
  • 17. Mehul
  • 18. ConclusionAT LAST THE CONCLUSION IS TO MADE ASCHANGE CAN FORCED ON ANORGANISATION MAY CHANGE IN RESPONSETO THE ENVIRONMENT.“AS WE ADAPT WEATHER CHANGES TO SURVIVE IN THE SAME WAY ORGANISATION ADAPT CHANGES TO SURVIVE”. Mehul
  • 19. Mehul