What Is Change?Making things different.• Organizational Change   Any alterations in the people, structure, or technology ...
Forces of Change.                   External  Demographic Characteristics  Technological Advancements  Shareholder, Custom...
Forces that Stimulate     Change in Organizations.• External forces that  stimulate change:      Demographic       charac...
Forces that StimulateChange in Organizations• Internal forces that  stimulate change:   Human resource     problems     ...
Change Agents• Change Agents  Persons who act as catalysts and assume the   responsibility for managing the change proces...
Types of Organizational Change                                             Radically   Adaptive           Innovative      ...
Change Process Viewpoints• The Calm Waters Metaphor  Lewin’s description of the change process as a break   in the organi...
Lewin’s Change Model• Unfreezing     Creates the motivation to change           Benchmarking Data           Financial d...
The Change Process
Change Process Viewpoints• White-Water Rapids Metaphor  The lack of environmental stability and predictability   requires...
Why People Resist Change in the Workplace1) An individuals’   predisposition toward   change2) Surprise and fear of   the ...
Why People Resist Change in theWorkplace              6) Peer pressure              7) Disruption of cultural             ...
Overcoming Resistance to ChangeTactics for dealing with resistance to change:• Education and communication• Participation•...
© 2007 Prentice Hall, Inc. All rights reserved.   13–15
THANK YOU.
Change Management
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Change Management

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A detailed Presentation on change management i presented in my OB class of MBA.

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Change Management

  1. 1. What Is Change?Making things different.• Organizational Change  Any alterations in the people, structure, or technology of an organization• Characteristics of Change  Is constant yet varies in degree and direction  Produces uncertainty yet is not completely unpredictable  Creates both threats and opportunities.
  2. 2. Forces of Change. External Demographic Characteristics Technological Advancements Shareholder, Customer, and Market Changes Social and Political Pressures The Need for Change Internal Human Resource Problem/Prospects Managerial Behavior/Decisions
  3. 3. Forces that Stimulate Change in Organizations.• External forces that stimulate change:  Demographic characteristics  Technological advancements  Shareholder, Customer, and Market changes  Social and political pressures
  4. 4. Forces that StimulateChange in Organizations• Internal forces that stimulate change: Human resource problems  High turnover  Perceptions of unfair treatment Managerial Behavior/Decisions  Excessive interpersonal conflict  Inadequate direction or support
  5. 5. Change Agents• Change Agents  Persons who act as catalysts and assume the responsibility for managing the change process.• Types of Change Agents  Managers: internal entrepreneurs  Nonmanagers: change specialists  Outside consultants: change implementation experts
  6. 6. Types of Organizational Change Radically Adaptive Innovative Radically Innovative Change Change Innovative Change Change Reintroducing Introducing a Introducing a a familiar practice new to practice new to practice the the industry organization Low High  Degree of complexity, cost, and uncertainty  Potential for resistance to change
  7. 7. Change Process Viewpoints• The Calm Waters Metaphor  Lewin’s description of the change process as a break in the organization’s equilibrium state
  8. 8. Lewin’s Change Model• Unfreezing  Creates the motivation to change  Benchmarking Data  Financial data, emerging trends Changing – Provides new information, new behavioral models, or new ways of looking at things Refreezing – Helps employees integrate the changed behavior or attitude into their normal way of doing things
  9. 9. The Change Process
  10. 10. Change Process Viewpoints• White-Water Rapids Metaphor  The lack of environmental stability and predictability requires that managers and organizations continually adapt (manage change actively) to survive.
  11. 11. Why People Resist Change in the Workplace1) An individuals’ predisposition toward change2) Surprise and fear of the unknown3) Climate of mistrust4) Fear of failure5) Loss of status and/or job security
  12. 12. Why People Resist Change in theWorkplace 6) Peer pressure 7) Disruption of cultural traditions and/or group relationships 8) Personality conflicts 9) Lack of tact and/or poor timing 10) Nonreinforcing reward systems 11) Past success
  13. 13. Overcoming Resistance to ChangeTactics for dealing with resistance to change:• Education and communication• Participation• Facilitation and support• Negotiation• Selecting people who accept change• Coercion
  14. 14. © 2007 Prentice Hall, Inc. All rights reserved. 13–15
  15. 15. THANK YOU.

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