Organizational change can come from external forces like the marketplace, government regulations, or technology, or from internal factors like new strategies, workforce changes, or equipment updates. Managers act as change agents to lead alterations in a company's people, structure, or technology. Resistance to change often stems from employees' fears that changes may impact their benefits, position, status, or power due to uncertainty. Managers can reduce resistance by educating people about changes, involving them in the process, supporting their transition, negotiating agreements, or enforcing changes when needed.

1. ORGANIZATIONAL
CHANGE
AND
RESISTANCE TO
CHANGE

2. What is change?
Any alteration is called change.
Change can be of any type like
change in economy or change in
government, etc.

3. What is organizational change?
Any alteration in the people,
structure and technology of an
organization.

4. Categories of organizational
change

5. Forces for change
 External forces
 Internal forces

6. External forces
 Market place
 Governmental laws and
regulations
 Technology
 Economic changes

7. Internal factors
Changes in organizational
strategy
Workforce changes
New equipment
Employee attitude

8. Managers as change
agents
 Managers are those who formally
or informally lead change in an
organization.

9. Why people resistance to change
People resist change because
they fear that it’ll affect their
benefits and position.

10. Factors of resistance to
change
 Fear of unemployment
 Fear of demotion
 Status
 Loss of power
 Fear of failure
 The comfort of old habits

11. How to reduce resistance to
change
Education and communication
Participation and involvement
Facilitation and support
Negotiation and agreement
Explicit and implicit coercion