its about change management

1. Managing
Change
Departmentof Public
Administration
Universityof
Karachi

2. Individuals, teams, or organizations that do not adapt to
change in timely ways are unlikely to survive.
Individuals, teams and organizations that recognize the
inevitability of change, learn to adapt to it, and attempt
to manage it, will be the most successful.
Why is it Important
to Adaptto
Change?

3. What is
Change?
make (someone or something) different; alter or
modify.
replace (something) with something else, especially
something of the same kind that is newer or better;
substitute one thing for (another)

4. Individual
Sources of
Resistance to
Change
Resistance
to Change
Habit
Fear of
unknown
Security
Economic
Factors
Selective
Information

5. 7 HABITS OF
HIGHLY EFFECTIVE
PEOPLE

7. Being Effective
•Educate as many people as possible about why
this change is important.
•Build a comprehensive strategy which takes the
needs of our audiences to heart; including
cultural considerations and applying best
practices.
•Develop the right fit communication and
engagement plan based on this strategy.
•Ensure we are resourced appropriately to do a
great job.

8. Organizational
Change
Organizational changes are those that have
a significant impact on the organization as a
whole.
 Major shifts to personnel, company goals,
service offerings, and operations would all
be considered forms of organizational
change.

9. Forms of
Changes
Un-planned:
•Accidental Occurrence
•(that just happens)
•Reactive change
Planned Change:
•Intentional and goal-oriented activities
•Pro-active change
•Orderly and efficient

10. Types of
Organizational
Change
Strategic
Transformation
• Updating your mission as you grow
• Introducing new technology
• Training on new skills
People- Centric
• New hires
• Changes to roles and responsibilities
• Policy change
Structure
• Mergers & Acquisitions
• Creation of new teams or departments
• Changes in Organizational Chart
Remedial
• Dealing with a loss of talent
• Addressing Communication
Issue

11. Change Agents
Persons who act as catalysts and assume
the responsibility for managing change
activities.

12. Forces for
Change

13. Contd…
Consumers
Instant gratification
online shopping for price and
facts configurable modular
products experience
economy
Global sourcing and sourcing
hubs Customized goods and
services Shared profits,
lower prices seeking
collaboration for low cost
Purchasing
Agents

14. Organizatio
nal Sources
of
Resistance
to Change
Resistance
to Change
Structural
inertia
Group
Inertia
Limited
Focus of
change
Threat to
expertise
Threat to
established
resource
allocations
Threat to
established
power
relations

15. Overcoming
Resistance to
Change
Tactics for dealing with
resistance to change:
• Education and communication
• Participation in the planning
• Facilitation and support
• Negotiation
• Manipulation and cooptation
• Explicit and Implicit Coercion

16. Politics of
Change
 Impetus for change is likely to come from
outside change agents.
 Internal change agents are most threatened by
their loss of status in the organization.
 Long-time power holders tend to
implement only incremental change.
 The outcomes of power struggles in the
organization will determine the speed and
quality of change.