organizational change and development

1,110 views

Published on

Published in: Education
0 Comments
2 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
1,110
On SlideShare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
67
Comments
0
Likes
2
Embeds 0
No embeds

No notes for slide

organizational change and development

  1. 1. A Presentation onORGANIZATIONAL CHANGEAND DEVELOPMENT
  2. 2. Group Members: Anjeela Pakhrin Tisa Maharjan Anup Rai Nikita Shrestha Romi Bania Hemant Shrestha
  3. 3. Organizational Change andDevelopmentConcept of ChangeForces for ChangeAreas of Organizational ChangeResistance to ChangeOvercoming/Reducing Resistance to ChangeConcept of Paradigm ShiftsConcept of Organizational development(OD)Re-viewing above topics
  4. 4. Concept of Change• Change refers to making things different. It is inevitable for modern organizations in order to cope with changes in environment and stay ahead of competitors.
  5. 5. Forces of changeA. External forces for change 1. Political-legal forces for change 2. Economic and market forces 3. Socio-cultural forces 4. Technological forcesB. Internal forces for change 1. Goal succession and displacement 2. Structure changes 3. Resource changes 4. Change in organizational policies
  6. 6. Areas of Organizational Change1. Structural change2. Changing technology3. Redesigning business process or tasks4. Changing behaviors or culture
  7. 7. Resistance to Change
  8. 8. Resistance to Change Resistance to change indicates any attitude or behavior that hinders the change process. Resistance to Change Covert Overt
  9. 9. Resistance to ChangeA. Individual Resistance B. Organizational to Change Resistance to 1. Economic insecurity Change 2. Fear of uncertainty 1. Structural Inertia 3. Fear of losing 2. Resource power, resources constraints and freedom 3. Organizational 4. Existing habit culture 4. Existing agreements 5. Huge investments
  10. 10. Overcoming/Reducing resistance to change
  11. 11. Overcoming/Reducing Resistance tochange1. Education, training and communication2. Participation and involvement3. Facilitation and support4. Negotiation and agreement5. Manipulation and co-optation6. Explicit or implicit coercion
  12. 12. Paradigm ShiftS
  13. 13. Concepts of Paradigm Shifts Paradigm shifts in business refers to the great or dramatic change in the way of doing things in business.Conditions for Paradigm Shifts First, the established technology in the industry is mature and approaching to its natural limit. Second, a new disruptive technology has entered the marketplace and is taking root in market niches that are poorly served by present companies. Third, a company develops a new business model that is radically different from that used by the competitors, enabling it to capture a large market share
  14. 14. Organizational Development
  15. 15. Concept of OrganizationalDevelopment(OD) OD is a strategic approach for managing planned change in organizations. According to S.P. Robbins and S. Shangi, “OD is a collection of planned change interventions, built on humanistic-democratic values, that seeks to improve organizational effectiveness and well-being.” Main underlying values in most OD efforts: 1. Respect for people 2. Trust and support 3. Power equalization 4. Confrontation 5. Participation
  16. 16. We discussed about:Concept of ChangeForces for ChangeAreas of Organizational ChangeResistance to ChangeOvercoming/Reducing Resistance to ChangeConcept of Paradigm ShiftsConcept of Organizational development(OD)
  17. 17. If you have any confusionsplease feel free to put up yourquestions:
  18. 18. According to Henri Bergson: To exist is to change, to change is to mature, to mature is to go on creating oneself endlessly.

×