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Org change-111001074524-phpapp02


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Org change-111001074524-phpapp02

  1. 1. Presentation on Organizational Change Presented By- Human Resource Management
  2. 2. INTRODUCTIONTo move from the present to the future, fromknown to unknown.Business & Mangers are now faced with highlydynamic & ever more complex operatingenvironmentsOrganization change is the coping prcess ofmoving from the present state to a desired state
  3. 3. Sources of Organizational Change External Internal
  4. 4. External SourcesEconomic: Competitors, Suppliers, Interest rates, Unemployment, Income settlement, Credit policy, gross domestic product inflation, the level of international trade..Technology: Use of knowledge, methods, techniques and means that transform inputs into the output in one organization.Socio-cultural: Peoples values, habits, norms, attitudes and demographic characteristics.Political: Legislation, the stability of government, strikes, political situation in neighboring countries, taxation…International: Increasing globalization of markets.
  5. 5. Internal SourcesInadequacy of Administrative Process.Structure focused changeTechnological ChangePerson focused ChangeProfitability IssueResource Constraints
  6. 6. Types of Change INTERNAL PLANNED CHANGE•Changes in product or services.•Change in administration systems.•Change in organization size or structure. INTERNAL UNPLANNED CHANGE•Changing employees demographics.•Performance gaps.
  7. 7. EXTERNAL PLANNED CHANGE•Introduction of new technology.•Advances in information processing andcommunication.
  8. 8. EXTERNAL UNPLANNED CHANGE•Government regulation.•External competition.
  9. 9. OTHER TYPES OF CHANGE1)Happened change2)Reactive change3)Anticipatory change4)Increamental change5)Operational change
  10. 10. FACTORS TO BE CONSIDER WHITE CHANGING AN ORGANIZATION•Agent of change.•Determining what should be changed.•Kind of change to make.•Individual affected by change.•Criteria for evaluating the change.
  11. 11. Change Process
  12. 12. 1) Problem recognition Every change started as a consequence of need for need to be arise problem must be recognize problem recognition can identify the area of attention for change2) Identify causes of problem After identifying the problem the next step will be to identify the causes of problem on which change can be plan & implement3) Planning the change Next step will be to plan how change can be introduce in the organization to remove that causes it include preparing a framework for the change before implementing it & providing basic information & communication about change requirement. informing top management about problem & causes Discussion with employee Providing better compensation system with non- monetary rewards & good incentives
  13. 13.  Providing piece meal approach for pay providing necessary system to implement the plan & providinginformation for it. deciding criteria for evaluation of plan4) Implementing the change Implement it by the defined system. All related responsibilities mustbe fulfilled by concerned person while implementing the changecontinuous5) Generating motivation for change Sometimes employee or management are not aware or they fearof possible charges as a result of low security, habit, less informationperception etc.6) Supporting change This include providing suitable system structure processes which cansupport the change
  14. 14. 7)Evaluating the change It include to find out whether problem forwhich change is made is removed or not. Whateffects does it causes on individual on whichchange is implemented
  15. 15. CHANGE AGENTIntroduction:Change agents are those factors that areresponsible for bringing about the change in theindividual behavior patterns. This is the mostimportant type of change since other types ofchanges such as in strategy, structure or process.
  16. 16. SKILLS OF CHANGE AGENT1) Analytical & Diagnostic skill2) Interpersonal skill3) Technical skill4) Communication skill5) Problem-Solving skill6) Negotiating skill7) Personality
  17. 17. Lewin’s Process for Change
  18. 18. System Model of ChangePeople CultureTask Technology Strategy Design
  19. 19. Burk Litwin Model
  20. 20. Resistance to Change• Habits, belief, customs & values• Security• Destroy public image• Increase the discipline in workplace• Through out them out of employment• Reason for change is unclear• Lack of proper communication about change
  21. 21. Overcoming Resistance To Change• Environment of trust• Motivate to change• Discuss the benefits of change• Participation• Rewarding for positive change• Proper implement the change