<ul><li>Basic dynamics of the change process </li></ul><ul><li>Understand the importance of environmental impact on busine...
This is a process by which organization move from their present state to some desired future state to increase their effec...
<ul><li>Internal Factors </li></ul><ul><li>Profitability </li></ul><ul><li>Need for Re-organization </li></ul><ul><li>Orga...
<ul><li>Fear of the unknown.   </li></ul><ul><li>Fear of failure.   </li></ul><ul><li>Disagreement with the need for chang...
POSSIBLE BENEFITS OF RESISTANCE <ul><li>Forces management to re-examine its proposals </li></ul><ul><li>Employees act as c...
<ul><li>Education & Communication </li></ul><ul><li>Participation & Involvement </li></ul><ul><li>Facilitation & support <...
<ul><li>Strategy: The company plan or route-map to maintain competitive advantage </li></ul><ul><li>Structure: The company...
<ul><li>Unfreezing </li></ul><ul><li>Recognizing the need for change </li></ul><ul><li>Changing  </li></ul><ul><li>Modifyi...
Unfreezing Refreezing Changing Readiness to change Implementation Making it stick Educate (Everyone understands) Inform (w...
<ul><li>Defrost a hardened status quo: </li></ul><ul><li>Establish a sense of urgency  </li></ul><ul><li>Create the guidin...
 
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Oragnization change group6

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Oragnization change group6

  1. 2. <ul><li>Basic dynamics of the change process </li></ul><ul><li>Understand the importance of environmental impact on business and appreciate the need for change </li></ul><ul><li>Analyze the forces that resist change; and </li></ul><ul><li>Measures to be taken to overcome the resistance to change </li></ul><ul><li>Different models for change management </li></ul>
  2. 3. This is a process by which organization move from their present state to some desired future state to increase their effectiveness .
  3. 4. <ul><li>Internal Factors </li></ul><ul><li>Profitability </li></ul><ul><li>Need for Re-organization </li></ul><ul><li>Organizational Conflict </li></ul><ul><li>Management Change </li></ul><ul><li>Socio Cultural </li></ul><ul><li>External Factors </li></ul><ul><li>Change in Business environment </li></ul><ul><li>Market Forces </li></ul><ul><li>Legislation </li></ul><ul><li>Technological change </li></ul><ul><li>Political change </li></ul>
  4. 5. <ul><li>Fear of the unknown. </li></ul><ul><li>Fear of failure. </li></ul><ul><li>Disagreement with the need for change. </li></ul><ul><li>Losing something of value. </li></ul><ul><li>Leaving a comfort zone. </li></ul><ul><li>False beliefs. </li></ul><ul><li>Misunderstanding and lack of trust. </li></ul><ul><li>Inertia. </li></ul>
  5. 6. POSSIBLE BENEFITS OF RESISTANCE <ul><li>Forces management to re-examine its proposals </li></ul><ul><li>Employees act as check-and balance </li></ul><ul><li>Management does not implement change in a haste </li></ul><ul><li>Management can take corrective steps in time </li></ul><ul><li>Information on the intensity of employee emotions </li></ul><ul><li>Provides emotional release to employees </li></ul><ul><li>Understanding of employees develops </li></ul>
  6. 7. <ul><li>Education & Communication </li></ul><ul><li>Participation & Involvement </li></ul><ul><li>Facilitation & support </li></ul><ul><li>Negotiation & Agreement </li></ul><ul><li>Manipulation & Co-optation </li></ul><ul><li>Explicit & Implicit coercion </li></ul>
  7. 8. <ul><li>Strategy: The company plan or route-map to maintain competitive advantage </li></ul><ul><li>Structure: The company hierarchy </li></ul><ul><li>Systems: The day-to-day processes and procedures throughout the company </li></ul><ul><li>Shared Values: The core values of the company </li></ul><ul><li>Style: The company leadership style </li></ul><ul><li>Staff: The company's employees and their broad abilities </li></ul><ul><li>Skills: The skills and competencies of employees </li></ul>
  8. 9. <ul><li>Unfreezing </li></ul><ul><li>Recognizing the need for change </li></ul><ul><li>Changing </li></ul><ul><li>Modifying old ways and introducing new behaviors </li></ul><ul><li>Refreezing </li></ul><ul><li>Making new behaviors permanent </li></ul>
  9. 10. Unfreezing Refreezing Changing Readiness to change Implementation Making it stick Educate (Everyone understands) Inform (what, why, when & how) Consult (Seek views & ideas) Plan (Objectives, resources, time – scales, measures & budgets) Organize (work Plans) Appoint (manager, Leaders, teams) Praise Encouragement Recognition & empathy Coach Train Lead Manage Help & Guidance Regular Feedback Provide adequate Resources Set performance indicators Monitor & evaluate performance Establish system to make it happen Establish control to check it is happening Rewards for new behavior
  10. 11. <ul><li>Defrost a hardened status quo: </li></ul><ul><li>Establish a sense of urgency </li></ul><ul><li>Create the guiding coalition </li></ul><ul><li>Develop a vision and strategy </li></ul><ul><li>Communicate the change vision </li></ul><ul><li>Introduce new practices: </li></ul><ul><li>Empower a broad base of people to take action </li></ul><ul><li>Generate short term wins </li></ul><ul><li>Consolidate gains and producing even more change </li></ul><ul><li>Ground the changes in the culture, and making them stick: </li></ul><ul><li>Institutionalize new approaches in the corporate culture </li></ul>

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