The document discusses the importance of change management within organizations, emphasizing that adaptability to change is crucial for survival. It outlines the forces driving change, reasons for resistance, and strategies for effectively implementing change, highlighting the roles of managers as change agents. Key cultural issues, communication strategies, and the necessity of gradual transitions are also addressed to facilitate successful organizational change.

1. Change Management
By – N.G.Palit

2. ”PROGRESS IS IMPOSSIBLE
Without CHANGE”,
&
Those who can’t change their minds
can’t
CHANGE ANYTHING”
- George Bernard Shaw

3. Why Change?
” It is not the strongest species
that survive,
nor the most intelligent,
it is the one
most adaptable to change”
- Charles Darwin

4. Why Change?
Nothing Is Constant
Except
CHANGE

5. Why Change?
Change is a part of life
&
Change is inevitable

6. You Have Only One Choice
Either You Change
Or
PERISH

7. Why Change?
In order to survive,
organizations and
their cultures must
continuously evolve
and change.

9. Managing Change
Managing change
is an integral
part of every
manager’s job.

10. Manager as Change-Agent
People who act as catalysts and assume
the responsibility for changing process
are called – ”CHANGE AGENTS”

11. Change Management
Change Management
Involves the process
that ensures business
responds to the
environment in which
it operates

12. Forces for Change
External Forces:
Market place
Govt. Laws &
regulations.
Technology
Labour market
Economic changes
Internal Forces:
Changes in strategy
of the organization
Workforce changes
New equipment
Employee attitude

13. Conditions which prompt
change.
1. Global competition
2. Change in technology
3. Economic crises.
4. Social Developments
5. Changes in laws & regulations

14. Why Change?
’The best way to escape from a
problem is to SOLVE IT’.
Cultures change, when an organization
discovers or develops solutions to
problems it faces.

15. Do People Resist Change?
Yes.
People always resist
CHANGE
Because ’Change’
Threatens Equilibrium

16. Why people resist change?
Because employees fear:
Uncertainty
Insecurity
Failure to see any benefit of change.
Objectionable ways of implementing
change
The concept that ’change means more
work’.

17. Who are the targets of Change?
Organizations
Individuals
Groups
The Environment

18. Four Responses to Change
First, is the Victim. They are terrified
Second is the Bystanders
Third is the Critics
Fourth is the Navigator, who have to
implement the change.

19. The Team can encash
Opportunities

21. SO ?
Involve your Team
Communicate
constantly
Plan properly
Don’t let up

22. How to manage
organizational change?
Organizational culture can either facilitate
or inhibit changes.
We need to change organizational culture
if it hinders the process of change and
achievement of organizational goals

23. Why Organizational Change?
Environmental and
Internal forces can
stimulate need for
organizational change.

24. Environmental Forces
Environmental forces include:
Technology
Marketing forces
Social trends
Political and regulatory forces

25. Internal Forces
Come from decisions made within the
company.
This may be in Top-down direction, i.e
originating from top management and
travel downwards,
Or, it may oriniginate from frontline
employees & travel in a Bottom-up
direction

26. Important Cultural Issues
The three importnat
cultural issues of any
organization are:
1. Ethics
2. Diversity of employees
3. Leadership behaviour

27. Changing Organizational
Culture
Top leaders can set the tone for a
change in organization’s culture.
Managers and leaders must
introduce and ”cement” ethical
practices into organization’s culture.

28. Implementing Organizational
Change

29. Changes at Individual level
Changes in this area can be achieved
by:
1. Changes in the number and skills of
the human resource component.
2. Improving levels of employees’
motivation and performance.

30. Group Target
It involves changes in the
relationship between
managers and
subordinates & also
relationship within the
group.

31. Organizational Targets
It may be changes in any of the
following:
Products , quality or service offered.
Goals & strategies.
Organizational structure
Organizational Culure

32. Environmental Target
It relates to changes in
Environment :
May be due to changes
in products and
services, which may
require new
technology or new distribution
system.

33. How to Handle ’Change’?

34. Be a Good Change-agent

35. How to implement Change?
The following steps are
crucial to obtain successful
change outcome:
1. Create a Vision of Change.
2. Communicate the vision of
change.
3. Remove fears from the minds of
those who will get affected by
change.

36. Pre-planning for Change
Introduce change gradually
Clarify goals, policies, strategies
Wherever possible, keep the team intact
and keep the same job titles.
Maximise supervision & dialogue
Develop trust and confidence

37. Communicate the Change
To all who will be
affected by change
Direct communication
from the top
management to the
employees

38. When to Communicate?
Communicate before the change, not
afterwards.
Regularly communicate during change
Early and frequent communication is
desirable.
Communicate both orally & in writing

39. THE ART OF PROGRESS
” Is to preserve order amid change
AND
to preserve change amid order”

40. Any Question?

41. At the End
If you liked this presentation, please
feel free to send your valuable comments
and feedback to:
nandapalit@yahoo.co.in

42. Thank you
- N.G.Palit