Change process ppt @ bec doms mba bagalkot mba

1. Understanding the Change Process
 Organizational change will succeed to the extent
that individuals in the organization, themselves
change.
 Change management requires understanding how
individuals change as organizational change is
based in changes in each employees.
.

2. STEPS IN CHANGE PROCESS
 A.PREPARATION STAGE.
 Contact stage: The earliest encounter a person has
with the fact that change may take place or has
already taken place.
 Awareness Stage: The person knows that a change
is being contemplated.

3. B.ACCEPTANCE PHASE
 Understanding Stage: The person demonstrate
some degree of understanding of the nature &
objective of the change.
 Positive Perception: The person develops a
positive view /attitude toward the change.

4. C.COMMITMENT PHASE
 Installation Stage: The change is implemented &
becomes operational.
 Adoption stage: The change has been used long
sufficient to demonstrate worth,& visible positive
impact
 Institutionalization: The change has a long history
of worth, durability & stability & has been
officially incorporated into the routine operating
actions of the organization.
 Internalization: Persons are highly committed to
change because it is similar with their personal
interests, goals or values systems.

5. PERSPECTIVES OF ORGANISATIONAL
CHANGE
 DEFINITION:
 Perspectives of organisational change gives the
individual an approaching into the basic principles
that force to change.
 They also gain an understanding of the factors
that impact on the willingness & ability of
individual to change.
 It shows the individual how to deal with the fear
that may be generated where change is just
around the approach.

6.  The Nature of organisational change
 Globalization of markets
 Technological changes.
 Political realignments.
 Changing Demographics.
 Changing Customer preferences
 Organizational restructuring
.

7.  The principles of Organisational Change
 Honesty.
 Aims.
 Participation.
 Recognition
 Team Working & interpersonnal relationship
 Vision of the change..

8.  The Types of Organisational change.
 Happened Change.
 Reactive Change.
 Anticipatory Change
 Planned Change.
 Incremental Change
 Operational Change.
 Strategic Change.

9.  Fundamental change.
 Total Change.
 Transformational Change
 Change.
 Recreation.
 The Forces of Organizational Change
 External Forces
 Internal Forces

10.  External Forces
1.Demographic Characteristics
 Work force is more.
 Effectively manage.
2.Technological Advancements.
3.Market Changes.
4.Social & Political force.

11.  Internal Forces.
 Human Resource
problems.
 Managerial Behaviour
& decisions.
PEOPLE/HUMAN
RESOURCE

12. Nature of Organisational Change.
 quickness of Change in social ,political, & economic
environments has marked impact on organizations
& individuals.
Some of the notable changes are:
 Globalization of markets.
Companies should compete in international markets
& local markets exposed to foreign competition.

13.  TECHNOLOGICAL
CHANGES:
 Computers.
 Instantaneous
communication.
 Faster transportation.
 POLITICAL REALIGNMENTS
 Free Trade Cooperation
among nations.
 CHANGING
DEMOGRAPHICS
 Has led to the decline in work
ethics.

14.  Changing in sexual & family mores.
 Greater no of minorities & women joining the work
force.
 CHANGING CUSTOMER PREFERENCES
 Customers are less loyal to particular products or
companies.
 They are choosier, more demanding & better
informed about the products by the mass media.

15.  ORGANISATIONAL RESTRUCTURING
 Downsizing.
 Resizing.
 Mergers & Acquisitions.
 New Challenges
 Changing Systems & Technologies.
Structure

16. What Can Change Agents Change?
Structure Technology
Physical
People
Setting

17. Structure, Technology, and People as
Targets of Organizational Change
Structure
+
Technology
Organizational
Change
People