The document discusses change and its management. It notes that everything is subject to change, especially technologies and social environments, which are changing rapidly. Organizations must adapt continually to stay competitive. There are different types of change, including evolutionary, revolutionary, and planned change. Resistance to change comes from fear, self-interest, and disruption. Overcoming resistance requires education, participation, support, and change management processes like planning and implementation. Innovation helps organizations and society adapt to constant change through new ideas, processes, and technologies. Social change is achieved through diverse groups working together toward common goals in movements.
According to PMI, Projects and programs by their very nature create change. How you manage the impact of change is a key component to realizing of the strategic benefits of your project. This session will discuss effective behavioral change management techniques and provide you with the a basic knowledge of change management, so that you anticipate and manage resistance. Effective change management involves anticipating what in the organization is changing, who is impacted, and how they'll feel about it. Change - more specifically, transition - is a process. Understanding the process can help you navigate it faster and more successfully. Planning for change and transition will take the guesswork and panic out of communications down the road.
Change Management Handbook: Leadership of Change Volume 3Peter F Gallagher
Change Management Handbook - Leadership of Change®
Change Management Handbook: This handbook contains over fifty concepts, models, figures, assessments, tools, templates, checklists, plans, a roadmap and glossary structured around the ten-step a2B Change Management Framework® each with a practical case study.
About this Book: This handbook is for growth mindset leaders, managers, students, HR professionals and change management practitioners who want to deliver organisational change while their organisation continues with day-to-day operations. Leadership of Change Volume 3 is based on over thirty years of experience implementing change, transformation and improvements into some of the world’s largest and most successful organisations across many countries and cultures. It provides deep insights into change programme delivery using the a2B Change Management Framework®. It starts by aligning the change with the organisation’s strategy and vision, moving through to successfully closing and sustaining the change. It covers ten key change management implementation concepts in detail, which include sponsorship, change history, communication, change planning, readiness, resistance, developing the new skills and behaviours, as well as adoption. It also includes the AUILM® Employee Change Adoption Model and the a2B5R® Employee Behaviour Change Model.
Other Leadership of Change® Volumes:
Leadership of Change® Volumes: The volumes in this series are intended to be leading practice in organisational change management and implementation, which supports strategy execution.
Volume 1 – Change Management Fables
Volume 2 - Change Management Pocket Guide
According to PMI, Projects and programs by their very nature create change. How you manage the impact of change is a key component to realizing of the strategic benefits of your project. This session will discuss effective behavioral change management techniques and provide you with the a basic knowledge of change management, so that you anticipate and manage resistance. Effective change management involves anticipating what in the organization is changing, who is impacted, and how they'll feel about it. Change - more specifically, transition - is a process. Understanding the process can help you navigate it faster and more successfully. Planning for change and transition will take the guesswork and panic out of communications down the road.
Change Management Handbook: Leadership of Change Volume 3Peter F Gallagher
Change Management Handbook - Leadership of Change®
Change Management Handbook: This handbook contains over fifty concepts, models, figures, assessments, tools, templates, checklists, plans, a roadmap and glossary structured around the ten-step a2B Change Management Framework® each with a practical case study.
About this Book: This handbook is for growth mindset leaders, managers, students, HR professionals and change management practitioners who want to deliver organisational change while their organisation continues with day-to-day operations. Leadership of Change Volume 3 is based on over thirty years of experience implementing change, transformation and improvements into some of the world’s largest and most successful organisations across many countries and cultures. It provides deep insights into change programme delivery using the a2B Change Management Framework®. It starts by aligning the change with the organisation’s strategy and vision, moving through to successfully closing and sustaining the change. It covers ten key change management implementation concepts in detail, which include sponsorship, change history, communication, change planning, readiness, resistance, developing the new skills and behaviours, as well as adoption. It also includes the AUILM® Employee Change Adoption Model and the a2B5R® Employee Behaviour Change Model.
Other Leadership of Change® Volumes:
Leadership of Change® Volumes: The volumes in this series are intended to be leading practice in organisational change management and implementation, which supports strategy execution.
Volume 1 – Change Management Fables
Volume 2 - Change Management Pocket Guide
Leading change management has come a long way since the time resumes had to be hand-delivered by candidates to apply for a job. No wonder it has grown from being a luxury to a necessity for recruiters.
This Presentation will address the following areas of the hiring cycle:
Change Management and Leadership
Need & Relevance of Change
The Change Process
Approaches to Change
Models of Change
Impact of Change
Resistance to Change
Importance of Change Leadership
Importance of Change Leadership
Change Leadership in Action
For more info:
www.hackerearth.com/recruit
Change management is a collective term for all approaches to preparing and supporting individuals, teams and organizations in making organizational change
So many orgainsations fail to enforce Change Management when implementing big changes to their company, such as ERP - but why? See how important Change Management is here in this slideshow.
The Ultimate List of Change Management Tools to Drive Change Like a Pro by Creately with 11 Editable Templates. Creately offers several diagram templates which can be used instantly to draw diagrams for your company's Change Management Process. Many types of Change Management Diagram templates can be found on our diagram community. Popular Change Management diagrams are available for free. Just click on the "Use as Template" button to immediately start modifying it using our online diagramming tools.
http://goo.gl/57l1j - Organisational Change: Innovative Management & Learning has been involved in a wide variety of major organisational change projects.
covers OD Objectives ,strategy and OD Interventions( covering all the models of Interventions) , Organisational change( Types of Change; Process of change, Models, Change agent
Change is inevitable. Changes in organisational culture. Presentation on Planned Change Management at organisations for large scale organisational change.
Change Management:
definition, process steps and tools applied.
What is Change Management?
How is it applied? Which tools are involved?
Find out with us.
Organisational change, Innovation and Transformation communicationStephen Tindi
The global business environment is turbulent and successful organisations must effectively communicate change, innovation and transformation to all stakeholders.
[HR601] 004. Introduction to Change ManagementAriantoMuditomo
Copyright Notice:
This presentation is prepared by Author for Perbanas Institute as a part of Author Lecture Series. It is to be used for educational and non-commercial purposes only and is not to be changed, altered, or used for any commercial endeavor without the express written permission from Author and/or Perbanas Institute. Appropriate legal action may be taken against any person, organization, or entity attempting to misrepresent, charge, or profit from the educational materials contained here.
Authors are allowed to use their own articles without seeking permission from any person, organization, or entity.
UNDERSTANDING AND COPING WITH CHANGEUNDERSTANDING AND COPING WI.docxMARRY7
UNDERSTANDING AND COPING WITH CHANGE
UNDERSTANDING AND COPING WITH CHANGE 2
Title
Students Name
Course Name and Number
Instructor
Submission Date
Abstract
Progressions are sure to happen and we are certain to adjust, else we die. As normally well said: "Adjust or Perish". The world is always showing signs of change along these lines are innovation, propensities, and mentalities and so on.
The reality of the matter is that individuals dread progressions. Actually, it is liberated intelligence to fear as well as oppose progressions. Whether progressions are, no doubt brought without anyone else's input, a relative, government officials and strategy creators or by managers, individuals tend to take a gander at them with a great deal of concern. There are a ton of theories which now and again may prompt misgivings, dissatisfactions and even a great deal of cases.
The primary motivation behind why progressions produces trepidation is on the grounds that they are connected with instability. While everybody thinks about the changes that will be achieved, it is regularly truly hard to measure the suggestions on such changes. On top of that, different varieties of theories that come about don't generally help in tolerating such changes effortlessly. A change is more often than not arranged, in view of specific conditions overarching around then and these conditions "anticipate" what the change will bring about. In any case, such conditions might themselves no more exist when the change is executed, in this way changing the wanted results.
Notwithstanding the alarm they create, progressions require not so much be awful. Indeed, changes are inescapable, whether great or awful. Yet, a great change for somebody may be awful for another person and the other way around. In all cases, what truly matters is the route in which one adapts to changes.
Cases of progressions in life
Brought without anyone else present: Enrolling for a college course, accepting work, moving occupations, leaving ones folks' home, leaving ones nation, getting ready for marriage, getting hitched, getting to be parent.
Brought by a relative: These incorporate wedding of a relative, a relative going out for another one, a relative leaving the nation, leaving the family business, entering governmental issues, conception or passing of a relative.
Changes in the public eye by government officials and strategy producers: Changing the expense framework, forcing diverse sorts of expenses, giving social helps, changes in laws and regulations, arrangement of clergymen, bans on specific works on, giving allows and licenses to specific sorts of organizations to be set up.
Brought by the managers: Changes in the progression, giving advancements, changing the wages and compensations structure, changing work conditions, changing administration styles, developments in i ...
Leading change management has come a long way since the time resumes had to be hand-delivered by candidates to apply for a job. No wonder it has grown from being a luxury to a necessity for recruiters.
This Presentation will address the following areas of the hiring cycle:
Change Management and Leadership
Need & Relevance of Change
The Change Process
Approaches to Change
Models of Change
Impact of Change
Resistance to Change
Importance of Change Leadership
Importance of Change Leadership
Change Leadership in Action
For more info:
www.hackerearth.com/recruit
Change management is a collective term for all approaches to preparing and supporting individuals, teams and organizations in making organizational change
So many orgainsations fail to enforce Change Management when implementing big changes to their company, such as ERP - but why? See how important Change Management is here in this slideshow.
The Ultimate List of Change Management Tools to Drive Change Like a Pro by Creately with 11 Editable Templates. Creately offers several diagram templates which can be used instantly to draw diagrams for your company's Change Management Process. Many types of Change Management Diagram templates can be found on our diagram community. Popular Change Management diagrams are available for free. Just click on the "Use as Template" button to immediately start modifying it using our online diagramming tools.
http://goo.gl/57l1j - Organisational Change: Innovative Management & Learning has been involved in a wide variety of major organisational change projects.
covers OD Objectives ,strategy and OD Interventions( covering all the models of Interventions) , Organisational change( Types of Change; Process of change, Models, Change agent
Change is inevitable. Changes in organisational culture. Presentation on Planned Change Management at organisations for large scale organisational change.
Change Management:
definition, process steps and tools applied.
What is Change Management?
How is it applied? Which tools are involved?
Find out with us.
Organisational change, Innovation and Transformation communicationStephen Tindi
The global business environment is turbulent and successful organisations must effectively communicate change, innovation and transformation to all stakeholders.
[HR601] 004. Introduction to Change ManagementAriantoMuditomo
Copyright Notice:
This presentation is prepared by Author for Perbanas Institute as a part of Author Lecture Series. It is to be used for educational and non-commercial purposes only and is not to be changed, altered, or used for any commercial endeavor without the express written permission from Author and/or Perbanas Institute. Appropriate legal action may be taken against any person, organization, or entity attempting to misrepresent, charge, or profit from the educational materials contained here.
Authors are allowed to use their own articles without seeking permission from any person, organization, or entity.
UNDERSTANDING AND COPING WITH CHANGEUNDERSTANDING AND COPING WI.docxMARRY7
UNDERSTANDING AND COPING WITH CHANGE
UNDERSTANDING AND COPING WITH CHANGE 2
Title
Students Name
Course Name and Number
Instructor
Submission Date
Abstract
Progressions are sure to happen and we are certain to adjust, else we die. As normally well said: "Adjust or Perish". The world is always showing signs of change along these lines are innovation, propensities, and mentalities and so on.
The reality of the matter is that individuals dread progressions. Actually, it is liberated intelligence to fear as well as oppose progressions. Whether progressions are, no doubt brought without anyone else's input, a relative, government officials and strategy creators or by managers, individuals tend to take a gander at them with a great deal of concern. There are a ton of theories which now and again may prompt misgivings, dissatisfactions and even a great deal of cases.
The primary motivation behind why progressions produces trepidation is on the grounds that they are connected with instability. While everybody thinks about the changes that will be achieved, it is regularly truly hard to measure the suggestions on such changes. On top of that, different varieties of theories that come about don't generally help in tolerating such changes effortlessly. A change is more often than not arranged, in view of specific conditions overarching around then and these conditions "anticipate" what the change will bring about. In any case, such conditions might themselves no more exist when the change is executed, in this way changing the wanted results.
Notwithstanding the alarm they create, progressions require not so much be awful. Indeed, changes are inescapable, whether great or awful. Yet, a great change for somebody may be awful for another person and the other way around. In all cases, what truly matters is the route in which one adapts to changes.
Cases of progressions in life
Brought without anyone else present: Enrolling for a college course, accepting work, moving occupations, leaving ones folks' home, leaving ones nation, getting ready for marriage, getting hitched, getting to be parent.
Brought by a relative: These incorporate wedding of a relative, a relative going out for another one, a relative leaving the nation, leaving the family business, entering governmental issues, conception or passing of a relative.
Changes in the public eye by government officials and strategy producers: Changing the expense framework, forcing diverse sorts of expenses, giving social helps, changes in laws and regulations, arrangement of clergymen, bans on specific works on, giving allows and licenses to specific sorts of organizations to be set up.
Brought by the managers: Changes in the progression, giving advancements, changing the wages and compensations structure, changing work conditions, changing administration styles, developments in i ...
Change is the only constant in this world and nothing else is. In our everyday life we observe so many changes around us—of night turning into day, of our piping hot breakfast turning cold before we consume it, of fresh flowers in the morning drooping by evening.
Change
1. To switch or to make an exchange
2. To become transformed or converted
3. To exchange one thing for another thing especially of a similar type
Organizational change in transition periodMasum Hussain
As the Greek philosopher Heraclitus (525 – 475BC) pointed out: change alone is unchanging. Nowhere is this truer than in corporate North America. Globalization; quantum leaps in technology; mergers and acquisitions; shifting markets and client demands; and, significant changes in the workforce make changing to survive a strategic imperative. All organizations need to have a greater reach, be in more places, be aware of regional and cultural differences, and integrate coherent strategies for different markets and communities. (Kanter, 1999) Failure to change, to change rapidly enough, or to make the right changes, has turned corporate giants into subsidiaries, seemingly overnight. With change having been a constant for over 2500 years, why are businesses still so bad at managing it? Why do so many change initiatives wither and die leaving only confusion and mangled processes in their wake? This paper explores some of the reasons corporate change programs fail and offers some ideas as to how organizations institutionalize change to become a constantly evolving success story.
concept of change, nature of organisational change, factors responsible for organisational change, causes for resistance to change, management of change, process of planned change, guiding principles of change
Navigate the complexities of change and adapt seamlessly to turn all the changes into opportunities for growth and development. Gain the tools and insights necessary to guide both individuals and organization through successful transitions.
Change is something that presses us out of our comfort zone. Change is for the better or for the worst, depending on where you view it. Change has an adjustment period which varies on the individual.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
1. Change and Its Management
Understand Change
Manage Change
Innovation in a rapidly changing Social environment
2.
Everything in this world is subject to change
Technologies change rapidly as well as the other
factors
Too much is changing too fast for an organization
or its manages to be complacent
Today, as never before organizations are facing an
environment that is undergoing rapid changes and
the primary job of managers is to help
organizations respond and adjust to the changes
taking place
To be successful and to play a long innings,
organizations have to adapt and change continually
in order to stay ahead of others in the competitive
race
3. The pace of change has increased dramatically
Mankind wandered the planet on foot or on
horseback for centuries before the invention of
the wheel and its subsequent technological
convergence with the ox and the horse
The world may not be spinning faster but
mankind certainly is!
4. Change is the adoption of a new idea or
behaviour by a person/ organization/ institution
It is the way of modifying the existing
organization- any alteration of people, structure
or technology
Change is desired in order to remain
competitive, in order to remain in harmony
with the ever-changing environment
5. Types of Change
Evolutionary Change:
◦ These changes do not greatly violate the
traditions and status
◦ They are usually piecemeal, take place one by
one because they promote great enthusiasm,
arouse deep resistance or have dramatic
results
◦ Such changes are very slow and organizations
may fall behind the requirements
6.
Revolutionary Change:
◦ Changes sometimes may be cataclysmic
◦ These cause violations, rejections or
suppression of old expectations
◦ These generally pose strong resistance and
sometimes only an exercise of power can
order the implementation of such change
◦ These are introduced in situation where no
other acceptable options are available
7.
Planned Change:
◦ It is the intentional attempt by an organization
to influence a process
◦ These are made with the purpose of achieving
something that might otherwise be
unattainable, or accomplishable with great
difficulty
8. Resistance to Change:
Fear of economic cost
Fear of unknown
Self interest and ego defensiveness
Social displacement
Peer pressure
Threat to power and influence
Resource constraints
9. Overcoming resistance to Change:
Education and Communication
◦
◦
◦
◦
◦
◦
What the change is
When it is to be introduced
How it will be implemented
Why the change is required
What is the basic purpose of change
How the change is going to be of help etc
10. Participation and involvement
Facilitation and support
Negotiation and agreements
Manipulation and Cooptation(participation from the party)
11. Management of Change
Identify the need for change
Diagnose the problem
Plan the change
Implementation of change
Follow-up and feedback
Organizational Behaviour
V S P Rao
12. Innovation in Social Change
Innovation generally refers to the creation of
better or more effective products, processes,
technologies, or ideas that are accepted by
markets, governments, and society
Due to its widespread effect, innovation is an
important topic in the study of economics,
business, entrepreneurship, design, technology,
sociology, and engineering
In society, innovation aids in comfort,
convenience, and efficiency in everyday life
13.
In the organizational context, innovation
may be linked to positive changes in
efficiency, productivity, quality,
competitiveness, market share, and others
14.
With the changed and changing mindset of the society
its is necessary to be more creative and innovate new
ideas through which the process can go on smoothly
The increased rate of education, new methods of
educating people gives access to lot of information
through which the society can become self reliant and
bring social reformation
Creative methods of learning in schools provide a
platform for school kids to show their abilities
effectively and contribute to society at large
The modernized concepts make the life easier for the
people who can seek the assistance of the HSO’s as and
when required in crucial matters
15. Progressive social change is a profoundly
democratic undertaking. At its best, people of
different racial and ethnic backgrounds, sexual
orientations, abilities and ages join together in
developing and implementing creative solutions to
social problems
Money alone does not bring about change; nor do
individuals. But when people band together and
form organizations to focus their collective
power, social change can happen
When a large number of organizations work
together toward a common goal, that's a
movement. Movements make change
