Generally change means making things different, to replace with another, growth opportunities. Change is life. If there was no change, we would not exist. Change is inevitable. In today's world, the only thing which is inevitable for all of us is constant change .As we progress from child through adulthood to old age, change happens, whether we like it or not.
Chapter 14 Dynamics of Behavior in OrganizationsRayman Soe
Richard L. Daft addresses themes and issues directly relevant to both the everyday demands and significant challenges facing businesses today. Comprehensive coverage helps develop managers able to look beyond traditional techniques and ideas to tap into a full breadth of management skills. With the best in proven management and new competencies that harness creativity, D.A.F.T. is Management!
Chapter 14 Dynamics of Behavior in OrganizationsRayman Soe
Richard L. Daft addresses themes and issues directly relevant to both the everyday demands and significant challenges facing businesses today. Comprehensive coverage helps develop managers able to look beyond traditional techniques and ideas to tap into a full breadth of management skills. With the best in proven management and new competencies that harness creativity, D.A.F.T. is Management!
In this lesson you learned about the focus areas of determining a company’s strategic position and thereafter communicating its purpose to stakeholders. You learned that a company’s strategic position can be determined using tools such as PESTEL and SWOT analysis.
Chapter 11 Managing Change and InnovationRayman Soe
Richard L. Daft addresses themes and issues directly relevant to both the everyday demands and significant challenges facing businesses today. Comprehensive coverage helps develop managers able to look beyond traditional techniques and ideas to tap into a full breadth of management skills. With the best in proven management and new competencies that harness creativity, D.A.F.T. is Management!
Organizational Behavior: Learning and its theoriesShreya Bhargava
Presentation for Management students to understand the basic concept of learning, its theories, cycle and how to understand and change employee undesirable behavior
Managers versus Leaders
Contrast leaders and managers.
Explain why leadership is an important behavioral topic.
Early Leadership Theories
Discuss what research has shown about leadership traits.
Contrast the findings of the four behavioral leadership theories.
Explain the dual nature of a leader’s behavior.
Contingency Theories of Leadership
Explain how Fiedler’s theory of leadership is a contingency model.
Leadership & change management, Lecture 2, by rahat kazmiRahat Kazmi
Rahat Kazmi is a successful training consultant in the UK who can prepare training materials and deliver training in any topic within Finance, Business, Management or even Systems' Training.
Hope you enjoy it!!
Please do leave your feedback. If you would like a copy of this in ppt, you can make a small donation of £1 by Paypal and it will be sent to you.
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.
In this lesson you learned about the focus areas of determining a company’s strategic position and thereafter communicating its purpose to stakeholders. You learned that a company’s strategic position can be determined using tools such as PESTEL and SWOT analysis.
Chapter 11 Managing Change and InnovationRayman Soe
Richard L. Daft addresses themes and issues directly relevant to both the everyday demands and significant challenges facing businesses today. Comprehensive coverage helps develop managers able to look beyond traditional techniques and ideas to tap into a full breadth of management skills. With the best in proven management and new competencies that harness creativity, D.A.F.T. is Management!
Organizational Behavior: Learning and its theoriesShreya Bhargava
Presentation for Management students to understand the basic concept of learning, its theories, cycle and how to understand and change employee undesirable behavior
Managers versus Leaders
Contrast leaders and managers.
Explain why leadership is an important behavioral topic.
Early Leadership Theories
Discuss what research has shown about leadership traits.
Contrast the findings of the four behavioral leadership theories.
Explain the dual nature of a leader’s behavior.
Contingency Theories of Leadership
Explain how Fiedler’s theory of leadership is a contingency model.
Leadership & change management, Lecture 2, by rahat kazmiRahat Kazmi
Rahat Kazmi is a successful training consultant in the UK who can prepare training materials and deliver training in any topic within Finance, Business, Management or even Systems' Training.
Hope you enjoy it!!
Please do leave your feedback. If you would like a copy of this in ppt, you can make a small donation of £1 by Paypal and it will be sent to you.
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.
HelloI need assistance with the below assignment I need IT BY 8 .docxtrappiteboni
Hello
I need assistance with the below assignment I need IT BY 8 DEC 14 by 5PM EASTERN TIME PLEASE
Use
the course’s Electronic Reserve Readings (ERR), the Internet, or other resources, to find an article that defines the learning organization.
Prepare
a 700-1,050-word Article Review that includes the following:
Summarize the article.
Summarize the author’s conclusion and/or recommendation.
Summarize your conclusion and/or recommendation.
Summarize how the concept in the article applies to your organization.
Week in Relation to the Course
As management professionals, we must remain focused on the fact that the overall success or failure of our organization depends upon our ability to outperform our competitors in a business climate that is very dynamic. That sounds simple enough but, in reality, it is a concept that is very commonly overlooked. Leaders and managers sometimes get so caught up in the everyday demands of their jobs that subtle changes in the organizational processes go unnoticed. Subtle change can easily evolve into critical challenges for organizations. The most successful management professionals are those who keep their organizations healthy in all areas. Increasing our ability to anticipate, identify, and manage internal and external change forces allows us to keep our organizations focused on the goals that lead to success.
In the coming weeks, we will discover how to employ a detailed model for managing change. Our challenge in Week One is to gain a thorough understanding of what change is, how and why it occurs, and what role we play in the process.
Discussion of a Key Point, Thread, or Objective
It is important to understand that change is inevitable and dynamic. Change is certain to occur in every organization and will result in some level of anxiety and uncertainty among the workforce. Managers and leaders have two clear options relative to change: to suffer negative consequences from it, or to find ways to manage it as an opportunity for success. Change is a potentially disruptive force that can destroy the morale of a workforce and, eventually, an entire organization.
Because of the speed and complexity of the modern business world, scores of businesses each year are unable to keep pace with the changes they encounter. These businesses suffer from an inability to recognize impending change or to recover from its effects. However, change can, if managed properly, be utilized as a process that transforms an organization from its present state to a more desirable and productive one (Beer, 7).
Change occurs for a variety of reasons. The most common cause is the external forces that exert pressure on the organization. Examples of external forces are competition from other companies, shareholder demands, and market trends. These forces often cause an organization to institute a planned change – one that is intentionally initiated. Technological advances, changes in the global economy, and government regulations are.
ENTERPRISE RESOURCE PLANNING (ERP) AS A CHANGE MANAGEMENT TOOLIAEME Publication
Change is not just inevitable it is rapid, frequent and full of complexity. Today’s
business environment is characterized by something called as VUCA (Volatile,
Uncertain, Complex and Ambiguous). Those who don’t change perish. Change is
required not for growth alone, it is needed even to survive. Those who stay glued to
their old, orthodox, traditional and conventional approaches either will stay mediocre
or will be thrown out of the race. Resistance to change is an important management
topic and has been researched in depth by academicians across the globe. The
general observation as it is well known is that people by and large don’t like change.
ERP is one of the highly popular change management tool that has been used by
companies across the globe to integrate and rationalize their processes. The legacy
systems suffered from limitations. They were functioning in a stand-alone, silo mode.
However, this type of working created serious problems of coordination, duplication,
delays and dissatisfaction. Hence ERP emerged as a solution to seamlessly integrate
things so as to make the processes smoother, quicker, leaner and robust. The data
collection, storage and processing capabilities of ERP are huge and can benefit the
organization not only in terms of descriptive and prescriptive analysis but can also
provide ground for predictive analysis. This article discusses the concepts of change
management, resistance to change and then explores the role of ERP as a catalyst of
change.
Change management is a collective term for all approaches to preparing and supporting individuals, teams and organizations in making organizational change
Organizational Change Management Paper
Contents
Your paper MUST follow this outline:
Identify and describe a failed organizational change
Identify and describe one organizational change theory
Apply the theory above to the failed change above
In General
Strict APA formatting
Minimum three professional sources
Full use of in-text citations
8-10 pages on content
Title page
Running head
Table of Contents
Reference page
Due Date
Due by the 7th class meeting at class time
Late papers will suffer a 10% grade reduction
Managing Organizational Change
By Michael W. Durant, CCE, CPA
The increased pace of change that many of us have encountered over the past ten years
has been dramatic. During the late 1980s, many of us were grappling with issues that we
had never encountered. The accelerated use of leverage as a means of increasing
shareholder wealth left the balance sheet of some of America’s finest organizations in
disarray. Many of our largest customers, that for years represented minimal risk and
required a minimum amount of time to manage, consumed most of our energy. By the end
of 1993, many of these organizations had either resolved their financial troubles in
bankruptcy court or no longer existed.
Just as we began to think the external environment would settle down and our
professional lives would return to a normal pace, many of our organizations initiated
efforts to improve operating efficiency to become more competitive in the world
marketplace.
Competition has heated up across the board. To succeed, the organization of the future
must serve customers better, create new advantages and survive in bitterly contested
markets. To stay competitive, companies must do away with work and processes that
don’t add value.
This hypercompetition has invalidated the basic assumptions of sustainable markets.
There are few companies that have escaped this shift in competitiveness. Entry barriers,
which once exerted a stabilizing force on competition, have fallen in the face of the rapid
changes of the information age. These forces have challenged our capacity to cope with
organizational life.
Permanent White Water
Things are not going to settle down. Many things we used to take for granted are
probably gone forever. We cannot predict with any certainty what tomorrow will be like,
except to say that it will be different than today.
Peter Vaill has captured the essence of the problem of a continuously changing context in
a compelling image - “permanent white water.” In the past, many of us believed that by
using the means that were under our control we could pretty much accomplish anything
we set out to do. Sure, from time to time there would be temporary disruptions. But the
disruptions were only temporary, and things always settled back down. The mental image
generated by these thoughts is that of a canoe trip on a calm, still lake.
However, Vaill explains, in today’s environment, we never get out of the rapids. As soon
as we digest one .
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.
Change management (CM) refers to any approach to transitioning individuals, teams, and organizations using methods intended to re-direct the use of resources, business process, budget allocations, or other modes of operation that significantly reshape a company or organization.
Environemtnal influences on hrm-Stages of Analysis,Environmental Factors,Tanjin Tamanna urmi
Scanning: Identify early signals of changes and trends.
Monitoring: following some key indicators affecting organizations.
Forecasting: an attempt to protect the possible impacts on the organization.
Assessing: describing the impact monitored trends and make a adjustment of the possible outcomes.
Start with the value of an all equity firm
Sources of potential increases or decreases in value
PV of tax shields
PV of other benefits or costs of leverage
PV of benefits or costs of control changes
PV of benefits or costs from M&As
Exchange offer mechanics
Provides one or more classes of securities, right or option to exchange part or all of holdings for different class of securities of firm
Terms of offer involve new securities of greater market value than pre-exchange offer announcement market value to induce security holders to accept offer
corporate governance and performance--Corporate Governance Systems in the Uni...Tanjin Tamanna urmi
Corporate Governance Systems in the United States
Limited liability public corporation
Diffuse ownership of voting equity shares
Large number of individual share owners
Internal Control Mechanisms
Role of the Board of Directors
Ownership Concentration
Executive Compensation
Alternative Governance Systems
Europe is moving toward a common market
Globalization and increased intensity of international competition
Rapid technological change
Consolidation of major industries
Forces Driving Cross Border Mergers
Going private — transformation of a public corporation into a privately held firm
Leverage buyout (LBO) — purchase of a company by a small group of investors using a high percentage of debt financing
Investors are outside financial group or managers or executives of company
Management buyout (MBO) — leveraged buyout performed mainly by managers or executives of the company
share repurchases-cash offers for outstanding shares of common stockTanjin Tamanna urmi
Share repurchases are cash offers for outstanding shares of common stock
Share repurchases change the book capital structure of the firm by reducing the amount of common stock
Investment returns measure financial results of an investment.
Returns may be historical or prospective (anticipated).
Returns can be expressed in:
($) dollar terms.
(%) percentage terms.
Typically, investment returns are not known with certainty.
Investment risk pertains to the probability of earning a return less than expected.
Greater the chance of a return far below the expected return, greater the risk
Time lines
Future value / Present value of lump sum
FV / PV of annuity
Perpetuities
Uneven CF stream
Compounding periods
Nominal / Effective / Periodic rates
Amortization
Analysis of Financial Statements.(Ratio analysis, Du Pont system ,Effects of ...Tanjin Tamanna urmi
Five Categories of Fin. Ratios
Liquidity: Ability to meet current obligations
Asset Mgmt: Proper & effective use of assets
Asset utilization (i.e., Total Asset Turnover Ratio:
TAT = Sales / T. Assets
Debt Mgmt: extent of debt & level of safety afforded creditors
Debt utilization (i.e., Equity Multiplier:
EM = T. Assets / T. Eqty
Profitability: reflects effects of liquidity, asset mgmt, & debt on operating results
Expense Control: Profit Margin:
PM = Net Income / Sales
Market Value: indicators of what investors think of firm’s past results & future prospects
Book pdf- Working capital management ( cost of capital and working capital)Tanjin Tamanna urmi
The termworking capitaloriginated with the old Yankee peddler who would load
up his wagon and go off to peddle his wares. The merchandise was called
“working capital”because it was what he actually sold, or“turned over,”to
produce his profits. The wagon and horse were his fixed assets. He generally
owned the horse and wagon (so they were financed with“equity”capital), but he
bought his merchandise on credit (that is, by borrowing from his supplier) or with
money borrowed from a bank. Those loans were calledworking capital loans,and
they had to be repaid after each trip to demonstrate that the peddler was solvent
and worthy of a new loan. Banks that followed this procedure were said to be
employing“sound banking practices.”The more trips the peddler took per year,
the faster his working capital turned over and the greater his profits
Strategic International HRM- activities targeting HRM at the international ...Tanjin Tamanna urmi
Strategic International HRM-activities targeting HRM at the international level
It involves projecting global competence supply, forecasting global competence needs, and developing a blueprint to establish global competence pools within companies, so that the supply of managers worldwide will be sufficient to meet with the MNC’s global strategies.
Succession management-identifying and developing new leaders Tanjin Tamanna urmi
Succession management is the process of ensuring that pools of skilled employees are trained and available to meet the strategic objectives of the organization.
It consists of identifying employees who have the potential to assume key positions in the organization and preparing them for these positions.
Succession management continuity in leadership develop the next generation of players
The change agent- the facilitator, educator, adviser of the changeTanjin Tamanna urmi
A change agent is the facilitator, educator, adviser of the change. He/she helps the sponsor and the implementers stay aligned with each other. The change agent acts as data gatherer, meeting facilitator and coach.
He/she is a person from inside or outside the organization who helps an organization transform itself by focusing on such matters as organizational effectiveness, improvement, and development.
Effective change agents demonstrate extraordinary versatility within a broad skill set.
Leading Change and emotional intelligence— creating experiences for people t...Tanjin Tamanna urmi
Leading change requires creating experiences for people that reveal new possibilities, while uniting them to drive strategies that harness the resources to win in the marketplace. It requires optimizing the culture of an organization while making investments to drive business growth – simultaneously
Leading others through change effectively is a key leadership capability because it enables organizations to accelerate change initiatives and involve the entire organization in identifying, implementing, and sustaining important changes initiatives that will ensure the organization's long-term success.
Organizational change making things different in organizationTanjin Tamanna urmi
The concept of organizational change is in regard to organization-wide change, as opposed to smaller changes such as adding a new person, modifying a program, etc. Some experts refer to organizational transformation. Often this term designates a fundamental and radical reorientation in the way the organization operates.
Change affects everybody, every business, every industry, every day. If you want to create a better future and succeed in your professional and personal life, you must understand the driving forces of change and how to lead, embrace and manage change.
SHRM is concerned with decisions about HR practices, the composition and behaviors of employees, and the effectiveness of these decisions.
These strategic process is comprehensive, planned and contribute to the success of the organization and has long-term value creating potentiality. SHRM is the management of HR philosophies, policies, and practices to enable the achievement of the organizational strategy.
Generally, these philosophies, policies, practices, develops a system to attract, develop, utilize, and retain employees for smooth functioning of the organization.
The Bangladesh Labor Act, 2006, consolidates and amends the laws relating to employment of labor, relations between workers and employers, payment of wages and compensation for injuries to workers, and other matters related to labor.
BLC 2006 have a uniform purpose: they protect employees' rights and set forth employers' obligations and responsibilities. The primary functions of BLC 2006 is to provide equal opportunity and pay, employees' physical and mental well-being and safety, and workplace diversity.
Social Compliance Factors (SCF) Affecting Employee Productivity (EP)-Evidenc...Tanjin Tamanna urmi
Analysis of these 17 factors indicates that the nine factors i.e. working hours, wages & benefits, discrimination, harassment & abuse, leave & holidays, workplace conditions, forced labour, welfare, and employment relations are most significantly effect on employee productivity
Safety management Issues in construction industry of BangladeshTanjin Tamanna urmi
Despite of being a developing country Bangladesh has investment in construction industry which includes commercial, residential and multipurpose building projects etc. Workplace safety is a significant global issue, and in particular, the construction industry is over represented in workplace injury and death statistics
Physical and psycological impact of child labour on childrenTanjin Tamanna urmi
The aim behind this presentation is to To know the reasons behind child labor and how it affects physically and Psycologically on children also society, present situation of child labor in Bangladesh, measures available to stop it, and other related issues.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
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Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...
change management , answer of frequently asked question
1. 1
1. a. “Change is inevitable”. Justify this statement. 03
b. What are the driving forces for change? Which force is more influential for
change according to you? Give your opinion.
04
c. Contrast between planned and unplanned change with some examples. 03
2. a. “Resistance is any conduct that serves to maintain status quo in the face of pressure
to alter the status quo.” Justify
02
b. Suppose you are HR manager of a company. Recently, top management has taken
decision to change their office from manual to automation with latest technology.
What are the probable resistances may create and why? What’s will be your role in
overcoming resistances? Explain in your own.
06
c. What do you mean by active or passive resistance? Which one is constructive and
why?
02
3. a. Make a relationship between leadership styles and change process successfully. 05
b. How emotional intelligence impact on developing effective leadership in
organizations for change? Explain in brief.
05
4. a. Who is a change agent? What are the different models of change agency? Which
model is most effective and why? Give your own opinion.
05
b. Suppose, you want to be a consultant or change agent in future- What are the
important proficiencies you need to develop? Describe.
05
2. 2
Ans to the question no -1 (a)
Justification of the statement-Change is inevitable
What is change
Generally change means making things different, to replace with another, growth opportunities.
Change is life. If there was no change, we would not exist. Change is inevitable. In today's
world, the only thing which is inevitable for all of us is constant change .As we progress from
child through adulthood to old age, change happens, whether we like it or not.
Why change is so important
Change is important because only through meeting the challenge of change do we move closer to
self-actualization. Change is important on so many levels.
Individual level
Organizational level
In individual level
Change enables ones to become the person he wants to be. Practicing and enacting change one
selves is one of the most rewarding processes he will ever experience. It also displays a very
valuable life skill. If one is able to pinpoint areas in ones career that he is unhappy with, or need
further development, being able to change his approach shows a commitment to progression and
a confidence in his own ability. In order to avoid stagnation, it’s important for internal changes to
be made almost continuously.
In Organizational level
Any business in today's fast-moving environment that is looking for the pace of change to slow
is likely to be sorely disappointed. The world changes every day. Society is constantly changing.
3. 3
If businesses fail to keep up with these constantly-moving targets, they lag behind, become stale
and, ultimately, fail. Great business leaders understand this, which is why they continually look
for ways to evolve and improve, because-
Technological innovation continues to accelerate
Disruption is continually driving marketplace evolution
Businesses that don’t continually change with their markets will fall behind
Those that change more quickly can gain an edge over their competitors
Ultimately, organizations that use obsolete processes or tools won’t be able to participate
in the global economy
The world is changing everyday: the population is changing, customer trends are changing,
technology is changing and the economy is changing. Businesses who fail to embrace change
can easily wind up as dinosaurs – out of touch and unable to compete under current trading
conditions. Change in business is required so that we can be more productive, more efficient.
According to Rupert Murdoch, “The world is changing very fast. Big will not beat small
anymore. It will be the fast beating the slow.”
According to Orlando A, Anaam C, The Change Agent, “Change is a permanent part of life.
No matter who we are, where we live, how old or young, we all make changes in our lives. Most
of us struggle with change…
The ways we change inside, the ways we grow and learn, and become transformed are because
of the changes in our lives.”
According to Lao Tzu , “If you do not change direction, you may end up where you are
heading.”
According to Andy Warhol , “They always say time changes things, but you actually have to
change them yourself.”
So , from above we can conclude that ,we can not avoid the change. Not many things in life are
inevitable. Even though we often fear it, change is one of the few things guaranteed in life. To
cope up with this world , we have to face dynamic change (change upon change upon change).
4. 4
Ans to the question no -1 (b)
The driving forces for change
The concept of organizational change is in regard to organization-wide change, as opposed to
smaller changes such as adding a new person, modifying a program, etc. Some experts refer to
organizational transformation. Often this term designates a fundamental and radical reorientation
in the way the organization operates.
Change affects everybody, every business, every industry, every day. If you want to create a
better future and succeed in your professional and personal life, you must understand the driving
forces of change and how to lead, embrace and manage change.
Change can be hard on leaders and team members alike if you don’t have a good understanding
of the two primary forces of change:
external forces and
internal forces.
External forces –
• External forces can be very challenging. These are changes that we usually don’t choose.
External forces in the general and task environments that force the organization to alter
the way it competes. These include driving forces that shape change like:
Competitors movement
Changing customers’ needs and preferences
Supplier or sourcing instability.
Globalization and increased competition
Government policies
5. 5
Technological change
Economic factors
Political factors
Internal forces –
While internal forces can still be challenging, one have more control over these
changes. Internal forces inside the organization cause it to change its structure and
strategy; some internal forces are responses to external pressures, but are significant
enough to be considered separately. They might include low performance, low
satisfaction, conflict, or the introduction of a new mission, new leadership. Driving
forces that internal forces include ,are-
System dynamics
Organizational design and structure
Individual and group expectations
Managerial and administrative processes
Force which is more influential for change according to me
According to me , External forces are more influential for change.
Generally external forces is beyond the control of the manager, but manager has control over
internal forces. Again, internal forces have to be settled up by the change of external forces.
External environment affects the organizations both directly and indirectly. The organizations
do not have any control over the variables in such an environment. Accordingly, the organization
cannot change the environment but must change themselves to align with the environment.
Moreover , an organization have to be changed according to the environment. If organization
don’t focus on external environment , than it becomes failure one. That’s why , external forces
are more influential.
6. 6
When the organization's general or task environment changes, the organization's success often
rides on its ability and willingness to change as well. Modern manager is change-conscious and
operating in the constantly changing environment. Many external changes bombard the modern
organizations and make change inevitable. The general environment has social, economic, legal
and political and technological dimensions. Any of these can introduce the need for change.
In recent years, far-reaching forces for change have included developments in information
technology, the globalization of competition, and demands that organizations take greater
responsibility for their impact on the environment.
For continued success, a business must be ready to adapt to external forces. To adapt, an
organization must recognize what external forces are likely to prompt change. Ignoring those
external forces, and pretending that an organization operates in a vacuum, can lead to its failure
in the market or to its collapse from within.
Since there is no way to control such external factors, it is critical to maintain change
management agility.That is, organizations should be able to change efficiently, effectively, and
quickly.
7. 7
Ans to the question no -1 (c)
Planned vs. unplanned change
Planned change Unplanned change
Change that is designed and implemented in an
orderly and timely fashion in anticipation of
future events
Change that is a piecemeal response to events and
circumstances as they develop
A planned change can bring in the desired result
for a business and can help in improving some
portions of it
An unplanned change can be chaotic and may
bring in unexpected results. If the outcome of a
situation remains unclear or unknown, the
changes may not be expected and can be a sort of
unplanned change
Wide scope Narrow scope
Change are planned in anticipation of event Change are made on occurrence of an event
Huge amount of resource as required. Have not too many resources, like time, money,
knowledge ,skills as required.
Intentional or goal oriented Accidental
8. 8
Ans to the question no -2 (a)
Resistance is any conduct that serves to maintain status quo in the face of pressure to alter the
status quo
What is resistance to change
Resistance to change is the action taken by individuals and groups when they perceive that a
change that is occurring as a threat to them. Causes of resistance to change includes
lack of communication about the change,
employees have prior negative experiences with past change,
lack of organization of the change process .
In order to create change within an organization without resistance is impossible from all
employees.
Justification of statement
One of the most important tasks of managers is to facilitate changes smoothly. Change in the
current work environment is continuous and happens at a fast rate. Change is always inevitable
but so is resistance to change. It is basic human nature of people to try and keep their methods
and customs constant. This is where change management comes into play. An organization
always must strive to adapt to change if it wants to be successful. Organizations that fail to
change can be forced out of the market; this is why employees who show resistance to change
puts it at risk.
This statement means that the employees want to keep the current state of affairs therefore
they display behaviors that will protect them from any effects that might result from the
change. Several dynamics in the market threatens to change the status quo therefore an
organization can change. These changes can result in job losses or even strict working
Example-Change in product and service,
administrative system, organizational size or
structure, introduction of new technology.
Example-Changing employee demographics,
performance gap, governmental regulation,
economic competition in global arena.
9. 9
conditions. Some employees develop resistance because of they because they want to
maintain the status quo, as they
fear of the unknown,
loss of control,
don’t want the change,
Don’t want the change because they want things have always been done a certain way.
fear of losing company benefits,
fear of workplace freedom
fear of their jobs Loss of face
Loss of competency
Need for security
Poor timing
Force of habit
Lack of support
Lack of confidence
According to Kurt Lewin’s Model of Change Process “Resistance is any conduct that serves to
maintain status quo in the face of pressure to alter the status quo” is-
Unfreezingthe statusquo.
10. 10
Ans to the question no -2 (b)
If the office change from manual to automation with latest technology, than what will be the
probable resistances
When we talk about organizational change we will need to pass many barriers if we want to
succeed in intentions to improve the business. we need to mention that this process isn’t simply a
journey from point A to point B. One of the biggest barriers is resistance to change as an integral
part of each change process.
So , if top management want to change their office from manual to automation with latest
technology, than obviously, there will some barriers. So there are two types of resistances may
create .
1. Overt (open) and Immediate or active change resistance
2. Implicit (not directly) and Deferred(postpone) or passive resistance.
Overt(open) and Immediate or active
If we have ever been in a meeting where someone has expressed his or her opposition to
a proposed change, then we have seen overt resistance. In this case, everyone, including
the change agent, knows that this person is resisting the change.
It is easiest for management to deal with resistance when it is overt and immediate. For
instance, a change is proposed and employees quickly respond by
voicing complaints,
engaging in a work slowdown,
threatening to go on strike, or so on.
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As top management wants to change office from manual to automation with latest technology,
than all employee have to be adopted with new technology. For this reason , many employee ,
may have to left their job. Those employee, who have the fear of this change , may make
Voicing complaints, engaging in job actions to resist the change. Than , there will some
Overt(open) and Immediate or active resistance may create.
Implicit (not directly) and Deferred(postpone) or passive resistance
If we have ever been in a meeting where someone has not expressed his or her opposition to a
proposed change. But afterwards, he or she tells that he or she is going to do everything in his or
her power to resist the changes, even though that person didn't say anything in the meeting, then
we have seen implicit resistance. The change agent does not know that she will not go along with
the program.
The greater challenge is managing resistance that is implicit or deferred. Implicit
resistance efforts are like-
loss of loyalty to the organization,
loss of motivation to work,
increased errors or mistakes,
Increased absenteeism and hence are more difficult to recognize.
Similarly, deferred actions cloud the link between the source of the resistance and the reaction to
it.
Many employee , may have to left their job , As top management wants to change office from
manual to automation with latest technology, than all employee have to be adopted with new
technology. Those employee, who have the fear of this change , Fear of the unknown , Loss of
control, Loss of face, Loss of competency, Need for security , Poor timing , Force of habit , Lack
of support , Lack of confidence may make Implicit (not directly) and Deferred(postpone) or
passive resistance. Like-
Anger attack
Silence withdrawal
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Deny it
Endless question
Ignore it and so on
As HR manager my roles will be in overcoming this resistances
Some tactics can be used by me as HR manager in dealing with this kinds resistance to change
which will be created for the change of the organization’s system.
Education and Communication (Show those effected the logic behind the change)
Resistance can be reduced through communicating with employees to help them see the logic of
a change. This tactic basically assumes that the source of resistance lies in misinformation or
poor communication: If employees receive the full facts and get any misunderstandings cleared
up, resistance will subside. Communication can be achieved through one-on-one discussions,
memos, group presentations, or reports. It does, provided that the source of resistance is
inadequate communication and that management-employee relations are characterized by mutual
trust and credibility.
Building Support and Commitment (Counseling, therapy, or new-skills training)
It can be offered a range of supportive efforts to reduce resistance. When employees fear and
anxiety are high, employee counseling and therapy, new-skills training, or a short paid leave of
absence may facilitate adjustment. The drawback of this tactic is that, as with the others, it is
time consuming. In addition, it is expensive, and its implementation offers no assurance of
success.
Negotiation (exchange something of value for a lessening of the resistance)
Another way is to exchange something of value for a lessening of the resistance. For instance, if
the resistance is centered in a few powerful individuals, a specific reward package can be
negotiated that will meet their individual needs. Negotiation as a tactic may be necessary when
resistance comes from a powerful source. Yet one cannot ignore its potentially high costs. In
addition, there is the risk that, once a change agent negotiates with one party to avoid resistance,
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he or she is open to the possibility of being blackmailed by other individuals in positions of
power.
Coercion (Direct threats and force)
The application of direct threats or force on the resisters. An examples of coercion are threats of
transfer, loss of promotions, negative performance evaluations, and a poor letter of
recommendation. The advantages and drawbacks of coercion are approximately the same as
those mentioned for manipulation and cooptation.
Other tactics are –
Participation
-Participation in the decision process lessens resistance
- Involve people in decision making
-Seek out and use ideas and opinions
Implementing Change Fairly
-Be consistent and procedurally fair
Manipulation and Cooptation
-“Spinning” the message to gain cooperation
Selecting people who accept change
-Hire people who enjoy change in the first place
-Leverage the help of those who commit early
-Create a change infrastructure
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Ans to the question no -2 (c)
Active and passive resistance
Today, almost all organizations (private or public, small, medium or large in size etc.) need to
change. However, organizational change efforts are not always successful for various
reasons. Active and passive resistance to organizational change is one of these.
Active resistance-
Active resistance is the use of violence to fight against perceived injustices. A it is out in the
open, active resistance is more constructive and easier to manage than its underground
counterpart. Example -
– Deliberate opposition
– Hostility
– Agitating others
– Failing to report problems
– Problem denial
– Chronic quarrels
– “This won’t work
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Passive resistance-
Passive resistance is a way of protesting in which an authority , such as the government, is
challenged nonviolently. When resistance is hidden, it can go unnoticed and undermine efforts to
transform an organization .Example-
– Withholding info
– Procrastination/ Delays
– No confrontation, but still no productivity
– Not attacking solution, but not supporting either
– Over-complicating the new way
– “We’ve always done it this way
Which one is constructive between active and passive resistance
According to my view point, Active resistance constructive resistance. Because it is out in the
open, active resistance is more constructive and easier to manage than its underground
counterpart.
Active resistance is also known as defensive resistance. As Active resistance occurs where
people are taking specific and deliberate action to resist the change, that’s why organization
understand the opinion about the proposed change. So they can take more fruitful initiative to
minimize the affect because of the proposed change.
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This can be very difficult to address the opinion of the people in case of passive resistance, as
resisters have not particularly done anything wrong. So organization here , fails to adjust the
change with the people.
It may be overt, with such as public statements and acts of resistance, and it may be covert, such
as mobilizing others to create an underground resistance movement. Overt active resistance,
although potentially damaging, is at least visible and you have the option of using formal
disciplinary actions (although more positive methods should normally be used first). That’s why
active resistance is more constructive.
Ans to the question no -3 (a)
Relationship between leadership styles and change process
Leadership styles
Leadership styles are on a continuum, ranging from autocratic at one end, to laissez-faire at the
other, with a variety of styles in between. At first glance, we may think that some leadership
styles are better than others. The truth is that each leadership style has its place in a leader's
toolkit. The wise leader knows to flex from one style to another as the situation demands.
Coercive style
Authoritative style
Affiliative style
Democratic
Pacesetting
Coaching
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Change process-
It is the process which changes the state or which results in change. Change process as
“Unfreezing, Changing & Refreezing”. Change process as problem solving & problem finding
According to Kurt Lewin’s Model , the change process is UnfreezeChange Refreeze .
Several studies have confirmed that seventy percent of change initiatives fail and the
failure has been largely attributed to leaders’ ineffectiveness in anchoring change
programme. Change initiatives fails for inappropriate leadership styles . relationship between
leadership style and change process-
Change success has been found to be dependent on the leadership style of a
leader.
Through appropriate leadership style, change leaders would be able to
‘influence and ultimately change the behaviors of employees, teams and the
organization at large’
Leaders have to act as role drivers as well as role models in any successful
change programme
four leadership styles related to change process:
-Laisses-faire,
- transactional,
- transformational and
-change-oriented.
Laisses-faire
Laisses-faire is a French term which means “allow to act”. Thus Laisses-faire leadership style is
a ‘hands-off’ management approach. It is exhibited when leaders totally leave managerial
activities to their subordinates. In relation to change process, laisses-faire leaders try to
avoid change and when change finally occurs they eschew their responsibilities.
18. 18
Transactional leadership
Transactional leadership style is also known as managerial leadership. The major focus of the
style is on planning, supervision and group performance. Leaders who exhibit this style focus
more on tasks, attempt to meet material and psychological needs of the employees in exchange
for desired services or behaviour .Such leaders are concerned about day to day transaction in
the organization
Transformational leadership
Transformational leadership style is characterized with four factors known as four ‘I’s:
idealized influence,
inspirational motivation,
intellectual simulation and
individualized consideration .
The style focuses on meeting organizational needs, satisfies individual higher needs and
evokes relationship oriented behaviour Generally it means empowering followers by instilling
confidence in them.
So in order to be able to organizational change in the organization, leaders have to be
gradual in their process, ensure that prior preparations are well taken care of and
appropriate leadership style is exhibited.
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Ans to the question no -3 (b)
Emotional intelligence impact on developing effective leadership in organizations for change
Emotional intelligence
Emotional intelligence is widely known to be a key component of effective leadership. The
ability to be perceptively in tune with yourself and your emotions, as well as having sound
situational awareness can be a powerful tool for leading a team. The act of knowing,
understanding, and responding to emotions, overcoming stress in the moment, and being aware
of how your words and actions affect others, is described as emotional intelligence. Emotional
intelligence for leadership can consist of these five attributes:
self-awareness,
self-management,
empathy,
Social awareness
Social skill
Emotional intelligence is a critical factor in leadership performance. Also emotional
intelligence impact in the leadership competencies development-
change leadership;
acumen;
results orientation;
alliances building;
the leadership of individuals
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Emotional intelligence in leadership
Self awareness: Knowing one’s internal states, preferences, resources and intuitions
If one is self-aware, he/she always know how he /she feels, and know how emotions and actions
can affect the people around them. Being self-aware when he/she in a leadership position also
means having a clear picture of own strengths and weaknesses, and it means behaving with
humility. A leader can improve his self awareness by-
Emotional awareness-Recognizing one’s emotions and their effects.
Accurate self assessment- Knowing one’s strengths and limits
Self confidence-a strong sense of one’s self worth and capabilities.
Self Management: Managing one’s internal states, impulses, and resources.
Self-management leaders work consistently toward their goals, and they have extremely high
standards for the quality of their work. A leader can improve his self management by-
Self control- Keeping disruptive emotions and impulses in check
Trustworthiness- Maintaining standards of honesty and integrity.
Adaptability- Flexibility in handling change.
Conscientiousness- Taking responsibility for personal performance
Achievement orientation -Striving to improve or meeting a standard of excellence.
Initiative- Readiness to act on opportunities
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Social Awareness: Awareness of others’ feelings, needs, and concerns
social-awareness is an essential trait of a great leader. By knowing society culture, values,
needs, habits and emotions, and how they affect own actions and the actions of others, one will
be better able to manage stress, make better decisions and ultimately lead others to do the
same.one can improve social awareness by-
Feel the feelings of society
Seek feedback from people
Know strength and weakness of society
Practice mindfulness
Keep an open mind
Follow on values
Empathy- sensing others’ feelings and perspectives, and taking an active interest in their
concern.
For leaders, having empathy is critical to managing a successful team or organization. Leaders
with empathy have the ability to put themselves in someone else's situation. They help develop
the people on their team, challenge others who are acting unfairly, give constructive feedback,
and listen to those who need it. People with high emotional intelligence have a good
understanding of their own emotional states, which allows them to more accurately gauge the
emotions of others. For business leaders, this empathy places them in their employees’ shoes,
thus leading to more thoughtful and deliberate decisions.
If a person wants to earn the respect and loyalty of his team, then show them care by being
empathic.
Organizational awareness- reading a group’s emotional currents and power
relationships.
Service orientation- anticipating, recognizing, and meting customer needs.
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Social skills: Adeptness at inducing desirable responses in others.
Leaders who do well in the social skills element of emotional intelligence are great
communicators. They're just as open to hearing bad news as good news, and they're expert at
getting their team to support them and be excited about a new mission or project.
Leaders who have good social skills are also good at managing change and resolving conflicts
diplomatically. They're rarely satisfied with leaving things as they are, but they don't sit back and
make everyone else do the work: they set an example with their own behavior.
Developing others- Sensing others’ development needs.
Leadership- Inspiring and guiding individual and groups.
Influence- Effective tactics for persuasion.
Communication- Listening openly and sending convincing messages.
Change catalyst- Initiating or managing change.
Conflict management- Negotiating and resolving disagreements.
Building bonds- Nurturing instrumental relationships.
Teamwork and collaboration- Working with others toward shared goals. Creating
group synergy in pursuing collective goals.
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Ans to the question no -4 (a)
Change agent
A change agent is the facilitator, educator, adviser of the change. He/she helps the sponsor and
the implementers stay aligned with each other. The change agent acts as data gatherer, meeting
facilitator and coach.
He/she is a person from inside or outside the organization who helps an organization transform
itself by focusing on such matters as organizational effectiveness, improvement, and
development.
Effective change agents demonstrate extraordinary versatility within a broad skill set. The
following are some of the roles a change agent may play as he/she influences change in the
organization.
Investigate
Encourage
Advocate
Facilitate
Mediate
Advise
Manage
The different models of change agency
Change agents often play significant roles in initiating, managing or implementing change in
organizations. Yet these roles are invariably exaggerated or misrepresented by one‐dimensional
models that ignore the full complexity and scope of change agent roles. The four models is the
24. 24
significance of the multifaceted and complex roles change agents perform in organizational
change, while underlining the importance of conceiving change interventions within
organizations as processes that need to be coordinated and effectively managed.
Leadership models
Management models
Consultancy models
Team models
Leadership model
In Leadership model Change agents are identified as leaders or senior executives at the top of
the organization who envision , initiate or sponsor strategic changes of a far-reaching or
transformational nature.
Management models
Change agents are conceived as middle level managers and functional specialists who adapt,
carry forward or build support for strategic change within business units or key functions.
Consultancy models
Change agents are conceived as external or internal consultants who operate at a strategic,
operational, task or process level within an organization, providing advice, expertise, project
management, change program coordination, or process skills in facilitating change.
Team models
Change agents are conceived as teams that may operate at a strategic, operational, task or
process level within an organization and may include managers, functional specialists and
employees at all levels, as well as internal and external consultants.
25. 25
Leadership models Management models Consultancy models Team models
Innovator
Corporate
entrepreneur
Transformational
leader
Strategic architect
Charismatic leader
Visionary
Sponsor
Change leader
Change champion
Adaptor
Empowerer
Developer
Change
maker
Pathfinder
Change
manager
Action
researcher
Facilitator
Analyst
Process
consultant
Catalyst
Counsellor
Expert
T-Group
Composite
group
Organic
group
Quality
circle
Task group
Guiding
coalition
Transition
team
Pilot group
Most effective model
According to my view point, team model is the most effective than others. The idea of change
agency as a team process, rather than an individual task is the most effective one. In team model
, Change agents are conceived as teams that may operate at a strategic, operational, task or
26. 26
process level within an organization and may include managers, functional specialists and
employees at all levels, as well as internal and external consultants.
For any complex work , Team is more effective than individual , as team has more strong and
combination knowledge ,skills, etc. This is a decentralized process, than the employee of the
organization are usually being motivated . The change agent in team model are from internal
source as well as external source of the organization . so here , decision making process is more
effective than others.
When the chief executive and other senior managers can not perform this role internally,
it can be taken on by outside consultants or ‘interim managers’ charged with coordinating
a complete change program, using teams of internal and external consultant
The advantages of combining the inside knowledge and specialist expertise of internal
and external consulting teams has been recognized as a way of improving the
effectiveness of implementation
Change management interventions are often based on reducing central hierarchical
control in organizations and this has resulted in a growing emphasis on self-managed
teams as mechanisms to achieve greater horizontal coordination across organizational
divisions, units and work processes
Team coordination at various levels is also important because change in one area of an
organization can often have an important impact on other areas
Large-scale organizational changes are simply too complex and high-risk for any one
individual to lead or direct them, even when there is a strong sense of vision and
direction.
These factors have underlined the importance of change teams at both a strategic and operational
level within organizational change processes. Team-working as a form of ‘empowerment’
and devolution of line management decision-making is essential in implementing improvements
in customer care, quality standards and productivity
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Ans to the question no -4 (b)
If I want to be a consultant or change agent in future, the important proficiencies I need to
develop
Whereas change management used to primarily focus on operational and/or
process improvements and cost-effectiveness, it is now something that managers are using to
think about how things get done regardless of institutional hierarchy. Organizations are looking
to change agents to execute new processes and help employees adjust to new ways of doing
things.
Change agents can be managers or employees, or external consultants hired to facilitate
initiatives. Internal change agents have the advantage of being familiar with an organization’s
history, operations, and people, while external change agents can provide a fresh perspective
without the influence of a firm’s traditions and culture.
Whether an organization appoints internal change agents, hires outside consultants or does a
combination of both scenarios, “the success of any change effort depends heavily on the quality
and workability of the relationship between the change agent and the key decision makers within
the organization,” according to an article in the International Journal of Management,
Business, and Administration.
So ,if I want to be a change agent in future , the proficiencies which I must adopt are-
Ownership and Responsibility.
People respect courage and accountability. In order to lead effectively, I need to
ultimately hold myself responsible for team’s performance.
28. 28
Flexibility.
Being open to change requires an entrepreneurial attitude. This includes connecting with
people of different generations and backgrounds to gain a deeper understanding of
perspectives, experiences, and personalities.
Diversified Knowledge.
Successful leaders avoid getting stuck in the confines of their industry. By looking at
what is going on in other sectors, and seeing what is working and applicable to their own
industries, leaders can gain valuable insights and spot new opportunities for growth.
Priority and Results Focus.
In creating change, it’s often helpful to tie specific priorities to the overall business
goals. These are must-win battles that determine success or failure and are focused on
improving the company’s performance in the marketplace. Doing this will streamline
decision making and create a clear picture of how the company is measuring up to
expectations.
Effective Listening Skills.
Effective change agents are able to explore perspectives and take them into account when
looking for solutions. This will help in getting buy-in to a change; people want to feel
that others are listening to their ideas.
Without above proficiency , I must demonstrate the necessary interpersonal, analytic, personal,
and project management competencies . like,
Organizational behavior.
Individual psychology.
Group dynamics.
Management and organization theory.
Research methods/statistics.
Comparative cultural perspectives.
Functional knowledge of the business.
29. 29
Organization design.
Organization research.
System dynamics.
History of organization development.
Theories and models of change.
Managing the consulting process.
Analysis/diagnosis.
Designing/choosing appropriate and relevant interventions.
Facilitation and process consultation.
Developing client capability.
Evaluating organization change.
Moreover, I need to understand the importance of:
Overcoming organizational defenses.
Using the self as an instrument.
Creating the holding environment.
Supervision and shadow consultancy.
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