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Change management by N.G.Palit
 

Change management by N.G.Palit

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Change is an integral part of life. Progress is impossible without change and those who can't change their minds cannot change anything. Change is to survive. Change is to keep yourself updated. So, ...

Change is an integral part of life. Progress is impossible without change and those who can't change their minds cannot change anything. Change is to survive. Change is to keep yourself updated. So, CHANGE or PERISH.

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    Change management by N.G.Palit Change management by N.G.Palit Presentation Transcript

    • Change Management By – N.G.Palit
    • ”PROGRESS IS IMPOSSIBLE Without CHANGE”, & Those who can’t change their minds can’t CHANGE ANYTHING” - George Bernard Shaw
    • Why Change? ” It is not the strongest species that survive, nor the most intelligent, it is the one most adaptable to change” - Charles Darwin
    • Why Change? Nothing Is Constant Except CHANGE
    • Why Change? Change is a part of life & Change is inevitable
    • You Have Only One Choice Either You Change Or PERISH
    • Why Change? In order to survive, organizations and their cultures must continuously evolve and change.
    • Managing Change Managing change is an integral part of every manager’s job.
    • Manager as Change-Agent People who act as catalysts and assume the responsibility for changing process are called – ”CHANGE AGENTS”
    • Change Management Change Management Involves the process that ensures business responds to the environment in which it operates
    • Forces for Change External Forces: Market place Govt. Laws & regulations. Technology Labour market Economic changes Internal Forces: Changes in strategy of the organization Workforce changes New equipment Employee attitude
    • Conditions which prompt change. 1. Global competition 2. Change in technology 3. Economic crises. 4. Social Developments 5. Changes in laws & regulations
    • Why Change? ’The best way to escape from a problem is to SOLVE IT’. Cultures change, when an organization discovers or develops solutions to problems it faces.
    • Do People Resist Change? Yes. People always resist CHANGE Because ’Change’ Threatens Equilibrium
    • Why people resist change? Because employees fear: Uncertainty Insecurity Failure to see any benefit of change. Objectionable ways of implementing change The concept that ’change means more work’.
    • Who are the targets of Change? Organizations Individuals Groups The Environment
    • Four Responses to Change First, is the Victim. They are terrified Second is the Bystanders Third is the Critics Fourth is the Navigator, who have to implement the change.
    • The Team can encash Opportunities
    • SO ? Involve your Team Communicate constantly Plan properly Don’t let up
    • How to manage organizational change? Organizational culture can either facilitate or inhibit changes. We need to change organizational culture if it hinders the process of change and achievement of organizational goals
    • Why Organizational Change? Environmental and Internal forces can stimulate need for organizational change.
    • Environmental Forces Environmental forces include: Technology Marketing forces Social trends Political and regulatory forces
    • Internal Forces Come from decisions made within the company. This may be in Top-down direction, i.e originating from top management and travel downwards, Or, it may oriniginate from frontline employees & travel in a Bottom-up direction
    • Important Cultural Issues The three importnat cultural issues of any organization are: 1. Ethics 2. Diversity of employees 3. Leadership behaviour
    • Changing Organizational Culture Top leaders can set the tone for a change in organization’s culture. Managers and leaders must introduce and ”cement” ethical practices into organization’s culture.
    • Implementing Organizational Change
    • Changes at Individual level Changes in this area can be achieved by: 1. Changes in the number and skills of the human resource component. 2. Improving levels of employees’ motivation and performance.
    • Group Target It involves changes in the relationship between managers and subordinates & also relationship within the group.
    • Organizational Targets It may be changes in any of the following: Products , quality or service offered. Goals & strategies. Organizational structure Organizational Culure
    • Environmental Target It relates to changes in Environment : May be due to changes in products and services, which may require new technology or new distribution system.
    • How to Handle ’Change’?
    • Be a Good Change-agent
    • How to implement Change? The following steps are crucial to obtain successful change outcome: 1. Create a Vision of Change. 2. Communicate the vision of change. 3. Remove fears from the minds of those who will get affected by change.
    • Pre-planning for Change Introduce change gradually Clarify goals, policies, strategies Wherever possible, keep the team intact and keep the same job titles. Maximise supervision & dialogue Develop trust and confidence
    • Communicate the Change To all who will be affected by change Direct communication from the top management to the employees
    • When to Communicate? Communicate before the change, not afterwards. Regularly communicate during change Early and frequent communication is desirable. Communicate both orally & in writing
    • THE ART OF PROGRESS ” Is to preserve order amid change AND to preserve change amid order”
    • Any Question?
    • At the End If you liked this presentation, please feel free to send your valuable comments and feedback to: nandapalit@yahoo.co.in
    • Thank you - N.G.Palit