the presentation is all about the organizational change.....

1. Organizational Change
BY RAMKRISHNA PRAMANIK

3. Why change?
• Organizational change implies planed
alteration in the existing organization
system.
• It is made by the organization to achieve
something desirable( ex: profit, HR
satisfaction etc.)
• Change is demanded by clientele citizens and
customers.
• Technology is moving so quickly that today's
work practices may become outdated almost
overnight.

5.  OC is a planed change since it is a conscious
attempt to modify certain functions or
process.
 “Change” can be of two types:
A. Pro-active change
B. Re-active change
 Changes take place in all organizations but at
varying speeds & degrees.
 Changes may be made in structure its
technology, its people etc.

6.  Outside consultant(OD consultant) can be a
change agent,
 Newly haired employees,
 Current employees at the organization,
 Manager-non managers also can be a change
agent.

7.  The manager change at structural level as a
change agent.
 Manager change at perceptual, attitudinal
and behavioral levels.

8. FORCE EXAMPLES
 Consumers
 Purchasing Agents
 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

9.  Technology
 Economic Shocks
 Competition
 Faster
 Cheaper
 Mobile-computers
 Rise and fall of global
housing
 Global recession
 Financial sector collapse
 Global competitors
 Increased govt. regulation
of commerce

10.  Social trends
 World politics
 Increased
environenmental
awareness
 More multitasking and
connectivity
 Iraq–U.S. war
 Opening of markets in
China
 War on terrorism following
9/11/01

11.  External Forces:-
1. Market situation
2.Technology
3.Political & legal system
 Internal Forces:-
1.Loopholes in the existing system conflict
2.Crises(ex:-strikes)
3.Changes in the workforce culture

13.  People may respond to change in three ways:-
1.Acceptance,
2.Indifference & Resistance
3.Depending on how they perceive the change
 Resistance to changes may come from individuals as
well as from the organization.

17.  Seven tactics used by change agents in dealing with
resistance to change:
1. Education and communication:- Resistance can be
reduced through communicating to help employees
see the logic of a change. The assumption is that the
source of resistance lies in misinformation or poor
communication. If employees are given the full fact
about the change then resistance can be reduce.
2.Participative decision making:-When employees
are involve in the change they are more lightly to
accept the change rather than resist it. So, employees
can be involve in the decision making.

18. 3.Counselling Employees:- Talking to the most resistant
employees on one to one basis is also help reduce the
resistance.
4.Negotiate with employees:- Manager can reduce
resistance by offering incentive to the employees not to
change. Even a certain reward package can be negotiable
that will need the employees.
5.Manipulation:-Twisting or distorting facts to make them
appear more attractive to the employees with holding
undesirable information and creating false rumors to get
the employees accept to change.

19. 6.Co-operation:-It is a from of both manipulation
and participation. It involves buy-off the leaders of
the resistance group by giving them a key position in
the change decision. But in reality the leaders advice
are not taken.
7. Coercion:- It involves application of direct threats
or force upon the resisters. EX-Threats of transfer, loss
of promotions, negative performance evaluation, loss
of job etc.

20.  Change threatens the status quo, making it an inherently political activity.
 Internal change agents typically are individuals high in the organization
who have a lot to lose from change.
1.What if they are no longer the ones the organization values?
2. This creates the potential for others in the organization to gain
power at their expense.
 Politics suggests that the impetus for change is more likely to come from
outside change agents.