NAVIGATING THE
COMPLEXITIES AND
DYNAMICS OF CHANGE
NOTHING IS PERMANENT IN THIS WORLD BUT
“change”
CHANGE IS VERY ESSENTIAL PART OF
LIFE FOR ALL !!!!!
 to survive organizations must train their managers &
work force to cope with new demands,new problems and
new challenges...
Factors leading to change.
Nature of work
Force.
Economic
factors
technology
competition
SOME Of The Examples
Of The Companies
Implementing Change
Sources to resistance to change.
Individual resistance
Organizational resistance
Habit-comfort
zone
security
Economic factor-
Pay-productivity-
Tie up-inability.
Undisclosed.
Reasons
Selective
informatio...
organizational
resistance
Structural
&
process
inertia Limited
focus
for change.
Group
Inertia-unions
Threat
To
Expertise....
Tactics to overcome resistance to change
 education and communication of logic.
 participation & involvement of all in t...
LEWIN’S 3 STEP CHANGE PROCESS
UNFREEZE MOVE REFREEZE.
CHANGE THE
EXISTING SITUATION.
Make the reasons for change
Obvious ...
SEVEN DYNAMICS OF CHANGE
• People will feel awkward, ill-at-ease and self-
conscious.
•People initially focus on what they...
•People can handle only so much change.
• People are at different levels of readiness for
change.
• People will be concern...
Thank you
23295874 change-management-ppt
23295874 change-management-ppt
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23295874 change-management-ppt

  1. 1. NAVIGATING THE COMPLEXITIES AND DYNAMICS OF CHANGE
  2. 2. NOTHING IS PERMANENT IN THIS WORLD BUT “change”
  3. 3. CHANGE IS VERY ESSENTIAL PART OF LIFE FOR ALL !!!!!
  4. 4.  to survive organizations must train their managers & work force to cope with new demands,new problems and new challenges  change can be either a) planned or b)routine.  planned change reflects • change in goals & operating philosophy to improve the ability of the organization to adapt to the changes in the environment. •Involves new policy implementation to change employee behavior. Organisation also change!!!!
  5. 5. Factors leading to change. Nature of work Force. Economic factors technology competition
  6. 6. SOME Of The Examples Of The Companies Implementing Change
  7. 7. Sources to resistance to change. Individual resistance Organizational resistance
  8. 8. Habit-comfort zone security Economic factor- Pay-productivity- Tie up-inability. Undisclosed. Reasons Selective information Processing. Fear of the unknown INDIVIDUAL RESISTANCE
  9. 9. organizational resistance Structural & process inertia Limited focus for change. Group Inertia-unions Threat To Expertise. Threat To Established power Relations Threat To Established resource Allocation
  10. 10. Tactics to overcome resistance to change  education and communication of logic.  participation & involvement of all in the implementation of change. Facilitation & support. Negotiation & agreement Manipulation & co-optation : when other methods fail. Explicit & implicit coercion-termination,loss of pay, Loss of pay raise.
  11. 11. LEWIN’S 3 STEP CHANGE PROCESS UNFREEZE MOVE REFREEZE. CHANGE THE EXISTING SITUATION. Make the reasons for change Obvious to the individual/orgz.  SHIFT TO A DIFFERENT BEHAVIOUR. Adaptation of New values,behaviors & attitudes.  REVISED BEHAVIOUR BECOMES THE NORM. New behavioral pattern is Now the new norm.
  12. 12. SEVEN DYNAMICS OF CHANGE • People will feel awkward, ill-at-ease and self- conscious. •People initially focus on what they have to give up. • People will feel alone even if everyone else is going through the same change .
  13. 13. •People can handle only so much change. • People are at different levels of readiness for change. • People will be concerned that they don't have enough resources. • If you take the pressure off, people will revert to their old behaviour.
  14. 14. Thank you
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