SlideShare a Scribd company logo
KOTTER’S EIGHT STEP MODEL
Approaches to Managing Organizational Change
Prepared By
Kindly restrict the use of slides for personal purpose.
Please seek permission to reproduce the same in public forms and presentations.
Manu Melwin Joy
Assistant Professor
Ilahia School of Management Studies
Kerala, India.
Phone – 9744551114
Mail – manu_melwinjoy@yahoo.com
KOTTER’S EIGHT STEP MODEL
• 30 years of research by leadership
guru Dr. John Kotter have proven that
70% of all major change efforts in
organizations fail.
• Why do they fail?
• Because organizations often do not take
the holistic approach required to see
the change through.
• However, by following the 8 Step
Process outlined by Professor Kotter,
organizations can avoid failure and
become adept at change. By improving
their ability to change, organizations
can increase their chances of success,
both today and in the future.
KOTTER’S EIGHT STEP MODEL
• In “Leading Change” (1996), Dr. John Kotter
outlined an 8-Stage Process to Creating Major
Change:
Step 1: Create Urgency
• Develop a sense of urgency around
the need for change. This may help
you spark the initial motivation to
get things moving.
• Open an honest and convincing
dialogue about what's happening
in the marketplace and with your
competition.
• What you can do:
– Identify potential threats, and
develop scenarios showing what
could happen in the future.
– Examine opportunities that should
be, or could be, exploited.
– Start honest discussions, and give
dynamic and convincing reasons to
get people talking and thinking.
Step 2: Form a Powerful Coalition
• Bring together a coalition, or
team, of influential people whose
power comes from a variety of
sources, including job title, status,
expertise, and political
importance.
• Once formed, your "change
coalition" needs to work as a
team.
• What you can do:
– Identify the true leaders in your
organization.
– Ask for an emotional commitment
from these key people.
– Work on team building within your
change coalition.
– Check your team for weak areas.
Step 3: Create a Vision for Change
• Link ideas and concepts to an
overall vision.
• A clear vision can help everyone
understand why you're asking
them to do something.
• What you can do:
– Determine the values that are
central to the change.
– Develop a short summary (one or
two sentences) that captures what
you "see" as the future of your
organization.
– Create a strategy to execute that
vision.
Step 4: Communicate the Vision
• Communicate the vision more
frequently and powerfully, and
embed it within everything that you
do.
• Use the vision daily to make
decisions and solve problems.
When you keep it fresh on
everyone's minds, they'll remember
it and respond to it.
• What you can do:
– Talk often about your change vision.
– Openly and honestly address
peoples' concerns and anxieties.
– Apply your vision to all aspects of
operations – from training to
performance reviews.
– Tie everything back to the vision.
Step 5: Remove Obstacles
• Put in place the structure for
change, and continually check for
barriers to it.
• Removing obstacles can
empower the people you need to
execute your vision, and it can
help the change move forward.
• What you can do:
– Identify, or hire, change leaders
whose main roles are to deliver
the change.
– Recognize and reward people for
making change happen.
- Identify people who are resisting
the change.
– Take action to quickly remove
barriers (human or otherwise).
Step 6: Create Short-term Wins
• Create short-term targets –
not just one long-term goal.
• Each "win" that you produce
can further motivate the
entire staff.
• What you can do:
– Look for sure-fire projects
that you can implement
without help from any strong
critics of the change.
– Don't choose early targets
that are expensive.
– Reward the people who help
you meet the targets.
Step 7: Build on the Change
• Each success provides an
opportunity to build on what
went right and identify what
you can improve.
• What you can do:
– After every win, analyze what
went right and what needs
improving.
– Set goals to continue building
on the momentum you've
achieved.
– Keep ideas fresh by bringing in
new change agents and
leaders for your change
coalition.
Step 8: Anchor the Changes in
Corporate Culture
• Make continuous efforts to ensure that the change
is seen in every aspect of your organization.
• It's also important that your company's leaders
continue to support the change. This includes
existing staff and new leaders who are brought in.
• What you can do:
– Talk about progress every chance you get.
- Include the change ideals and values when
hiring and training new staff.
– Create plans to replace key leaders of change
as they move on. This will help ensure that
their legacy is not lost or forgotten.
Kotters eight step model of Organizational Change -  Organizational Change and Development - Manu Melwin Joy

More Related Content

What's hot

Introduction to Change Management by Derek Hendrikz
Introduction to Change Management by Derek HendrikzIntroduction to Change Management by Derek Hendrikz
Introduction to Change Management by Derek Hendrikz
Derek Hendrikz
 
Managing Organisational Change
Managing Organisational ChangeManaging Organisational Change
Managing Organisational Change
Anirudh Kotlo
 
change management -Types of change
change management -Types of changechange management -Types of change
change management -Types of change
mounika ramachandruni
 
Change management and organization culture
Change management and organization cultureChange management and organization culture
Change management and organization culture
Seta Wicaksana
 
CHANGE, RESISTANCE TO CHANGE, OVERCOME RESISTANCE TO CHANGE
CHANGE, RESISTANCE TO CHANGE, OVERCOME RESISTANCE TO CHANGECHANGE, RESISTANCE TO CHANGE, OVERCOME RESISTANCE TO CHANGE
CHANGE, RESISTANCE TO CHANGE, OVERCOME RESISTANCE TO CHANGE
Navya Jayakumar
 
[En] Kotter's 8 Step Change Models (Transformation)
[En] Kotter's 8 Step Change Models (Transformation)[En] Kotter's 8 Step Change Models (Transformation)
[En] Kotter's 8 Step Change Models (Transformation)
Abdi Januar Putra
 
Organizational development interventions
Organizational development interventionsOrganizational development interventions
Organizational development interventions
Debbie Nell Geronimo
 
Transformational Leadership
Transformational LeadershipTransformational Leadership
Transformational Leadership
Avishek Das
 
Change Management
Change Management  Change Management
Change Management
Yodhia Antariksa
 
Understanding, Initiating and Managing Change by Catherine Adenle
Understanding, Initiating and Managing Change by Catherine AdenleUnderstanding, Initiating and Managing Change by Catherine Adenle
Understanding, Initiating and Managing Change by Catherine Adenle
Catherine Adenle
 
Workplace Change and Transition by Catherine Adenle
Workplace Change and Transition by Catherine AdenleWorkplace Change and Transition by Catherine Adenle
Workplace Change and Transition by Catherine Adenle
Catherine Adenle
 
Organizational change and its approaches
Organizational change and its approachesOrganizational change and its approaches
Organizational change and its approaches
Aamir chouhan
 
Change management strategy ppt
Change management strategy pptChange management strategy ppt
Change management strategy ppt
sonips
 
The Learning Organization
The Learning OrganizationThe Learning Organization
The Learning Organization
Luca Merolla
 
Organisational change
Organisational changeOrganisational change
Organisational change
Sahil Dhanani
 
Change Management PPT Slides
Change Management PPT SlidesChange Management PPT Slides
Change Management PPT Slides
Yodhia Antariksa
 
Organizational change ppt
Organizational change pptOrganizational change ppt
Organizational change ppt
LENY VASIDATUR
 
Managing change, change process, change types and challenges in change manage...
Managing change, change process, change types and challenges in change manage...Managing change, change process, change types and challenges in change manage...
Managing change, change process, change types and challenges in change manage...
Al - Qurmoshi Institute of Business Management, Hyderabad
 
Resistance and types of resistance to change
Resistance and types of resistance to changeResistance and types of resistance to change
Resistance and types of resistance to change
Dr. Ajith Sundaram
 
Importance of Teamwork in an Organization
Importance of Teamwork in an OrganizationImportance of Teamwork in an Organization
Importance of Teamwork in an Organization
21314061
 

What's hot (20)

Introduction to Change Management by Derek Hendrikz
Introduction to Change Management by Derek HendrikzIntroduction to Change Management by Derek Hendrikz
Introduction to Change Management by Derek Hendrikz
 
Managing Organisational Change
Managing Organisational ChangeManaging Organisational Change
Managing Organisational Change
 
change management -Types of change
change management -Types of changechange management -Types of change
change management -Types of change
 
Change management and organization culture
Change management and organization cultureChange management and organization culture
Change management and organization culture
 
CHANGE, RESISTANCE TO CHANGE, OVERCOME RESISTANCE TO CHANGE
CHANGE, RESISTANCE TO CHANGE, OVERCOME RESISTANCE TO CHANGECHANGE, RESISTANCE TO CHANGE, OVERCOME RESISTANCE TO CHANGE
CHANGE, RESISTANCE TO CHANGE, OVERCOME RESISTANCE TO CHANGE
 
[En] Kotter's 8 Step Change Models (Transformation)
[En] Kotter's 8 Step Change Models (Transformation)[En] Kotter's 8 Step Change Models (Transformation)
[En] Kotter's 8 Step Change Models (Transformation)
 
Organizational development interventions
Organizational development interventionsOrganizational development interventions
Organizational development interventions
 
Transformational Leadership
Transformational LeadershipTransformational Leadership
Transformational Leadership
 
Change Management
Change Management  Change Management
Change Management
 
Understanding, Initiating and Managing Change by Catherine Adenle
Understanding, Initiating and Managing Change by Catherine AdenleUnderstanding, Initiating and Managing Change by Catherine Adenle
Understanding, Initiating and Managing Change by Catherine Adenle
 
Workplace Change and Transition by Catherine Adenle
Workplace Change and Transition by Catherine AdenleWorkplace Change and Transition by Catherine Adenle
Workplace Change and Transition by Catherine Adenle
 
Organizational change and its approaches
Organizational change and its approachesOrganizational change and its approaches
Organizational change and its approaches
 
Change management strategy ppt
Change management strategy pptChange management strategy ppt
Change management strategy ppt
 
The Learning Organization
The Learning OrganizationThe Learning Organization
The Learning Organization
 
Organisational change
Organisational changeOrganisational change
Organisational change
 
Change Management PPT Slides
Change Management PPT SlidesChange Management PPT Slides
Change Management PPT Slides
 
Organizational change ppt
Organizational change pptOrganizational change ppt
Organizational change ppt
 
Managing change, change process, change types and challenges in change manage...
Managing change, change process, change types and challenges in change manage...Managing change, change process, change types and challenges in change manage...
Managing change, change process, change types and challenges in change manage...
 
Resistance and types of resistance to change
Resistance and types of resistance to changeResistance and types of resistance to change
Resistance and types of resistance to change
 
Importance of Teamwork in an Organization
Importance of Teamwork in an OrganizationImportance of Teamwork in an Organization
Importance of Teamwork in an Organization
 

Viewers also liked

Kotter’s 8 steps for leading change
Kotter’s 8 steps for leading change Kotter’s 8 steps for leading change
Kotter’s 8 steps for leading change
TRACC Value Chain Improvement Solution
 
Kotter Model - The 8-Step Process for Leading Change
Kotter Model - The 8-Step Process for Leading ChangeKotter Model - The 8-Step Process for Leading Change
Kotter Model - The 8-Step Process for Leading Change
Roberto Giannicola
 
Leading Change
Leading ChangeLeading Change
Leading Change
Bonner Foundation
 
8 langkah mengurus perubahan john kotter
8 langkah mengurus perubahan john kotter8 langkah mengurus perubahan john kotter
8 langkah mengurus perubahan john kotter
roslan abd latib
 
How To Succesfully Lead Projects with Professor John Kotter's 8-step Model
How To Succesfully Lead Projects with Professor John Kotter's 8-step ModelHow To Succesfully Lead Projects with Professor John Kotter's 8-step Model
How To Succesfully Lead Projects with Professor John Kotter's 8-step Model
Pink Elephant
 
action research model
action research modelaction research model
action research model
Manish Kumar Sinha
 
8 Stages of change management (Kotter)
8 Stages of change management (Kotter)8 Stages of change management (Kotter)
8 Stages of change management (Kotter)
Simon Misiewicz
 
STUDI PENGEMBANGAN ORGANISASI
STUDI PENGEMBANGAN ORGANISASISTUDI PENGEMBANGAN ORGANISASI
STUDI PENGEMBANGAN ORGANISASI
Nazila Hana
 
Formulasi strategi untukmencapai tujuan
Formulasi strategi untukmencapai tujuanFormulasi strategi untukmencapai tujuan
Formulasi strategi untukmencapai tujuan
Nazila Hana
 
Od
OdOd
8 Step Process For Leading Change
8 Step Process For Leading Change8 Step Process For Leading Change
8 Step Process For Leading Change
Jazzbi Etheridge
 
8 step problem_solving
8 step problem_solving8 step problem_solving
8 step problem_solving
Gideon Sihombing
 
Od process devlpmnt slide background1
Od process devlpmnt slide background1Od process devlpmnt slide background1
Od process devlpmnt slide background1
hidayahperlis
 
Organizational Development
Organizational DevelopmentOrganizational Development
Organizational Development
Brenda Neckvatal
 
Pp slide set 10 tricordant change management
Pp slide set 10   tricordant change managementPp slide set 10   tricordant change management
Pp slide set 10 tricordant change management
Tricordant
 
Mature product backlog and how to deal with it - workshop - main slide deck
Mature product backlog and how to deal with it - workshop - main slide deckMature product backlog and how to deal with it - workshop - main slide deck
Mature product backlog and how to deal with it - workshop - main slide deck
Bartek Gatz
 
User Story Mapping
User Story MappingUser Story Mapping
User Story Mapping
Stefano Leli
 
CREATIVITY AND PROBLEM SOLVING IN THE DEVELOPMENT OF ORGANIZATIONAL INNOVATION
CREATIVITY AND PROBLEM SOLVING IN THE DEVELOPMENT OF ORGANIZATIONAL INNOVATIONCREATIVITY AND PROBLEM SOLVING IN THE DEVELOPMENT OF ORGANIZATIONAL INNOVATION
CREATIVITY AND PROBLEM SOLVING IN THE DEVELOPMENT OF ORGANIZATIONAL INNOVATION
APGICO- Associação Portuguesa de Inovação e Criatividade
 
Leading Change Book Review
Leading Change Book ReviewLeading Change Book Review
Leading Change Book Review
Mark Angelucci
 
Lec 3 ---- dfa
Lec 3  ---- dfaLec 3  ---- dfa
Lec 3 ---- dfa
Abdul Aziz
 

Viewers also liked (20)

Kotter’s 8 steps for leading change
Kotter’s 8 steps for leading change Kotter’s 8 steps for leading change
Kotter’s 8 steps for leading change
 
Kotter Model - The 8-Step Process for Leading Change
Kotter Model - The 8-Step Process for Leading ChangeKotter Model - The 8-Step Process for Leading Change
Kotter Model - The 8-Step Process for Leading Change
 
Leading Change
Leading ChangeLeading Change
Leading Change
 
8 langkah mengurus perubahan john kotter
8 langkah mengurus perubahan john kotter8 langkah mengurus perubahan john kotter
8 langkah mengurus perubahan john kotter
 
How To Succesfully Lead Projects with Professor John Kotter's 8-step Model
How To Succesfully Lead Projects with Professor John Kotter's 8-step ModelHow To Succesfully Lead Projects with Professor John Kotter's 8-step Model
How To Succesfully Lead Projects with Professor John Kotter's 8-step Model
 
action research model
action research modelaction research model
action research model
 
8 Stages of change management (Kotter)
8 Stages of change management (Kotter)8 Stages of change management (Kotter)
8 Stages of change management (Kotter)
 
STUDI PENGEMBANGAN ORGANISASI
STUDI PENGEMBANGAN ORGANISASISTUDI PENGEMBANGAN ORGANISASI
STUDI PENGEMBANGAN ORGANISASI
 
Formulasi strategi untukmencapai tujuan
Formulasi strategi untukmencapai tujuanFormulasi strategi untukmencapai tujuan
Formulasi strategi untukmencapai tujuan
 
Od
OdOd
Od
 
8 Step Process For Leading Change
8 Step Process For Leading Change8 Step Process For Leading Change
8 Step Process For Leading Change
 
8 step problem_solving
8 step problem_solving8 step problem_solving
8 step problem_solving
 
Od process devlpmnt slide background1
Od process devlpmnt slide background1Od process devlpmnt slide background1
Od process devlpmnt slide background1
 
Organizational Development
Organizational DevelopmentOrganizational Development
Organizational Development
 
Pp slide set 10 tricordant change management
Pp slide set 10   tricordant change managementPp slide set 10   tricordant change management
Pp slide set 10 tricordant change management
 
Mature product backlog and how to deal with it - workshop - main slide deck
Mature product backlog and how to deal with it - workshop - main slide deckMature product backlog and how to deal with it - workshop - main slide deck
Mature product backlog and how to deal with it - workshop - main slide deck
 
User Story Mapping
User Story MappingUser Story Mapping
User Story Mapping
 
CREATIVITY AND PROBLEM SOLVING IN THE DEVELOPMENT OF ORGANIZATIONAL INNOVATION
CREATIVITY AND PROBLEM SOLVING IN THE DEVELOPMENT OF ORGANIZATIONAL INNOVATIONCREATIVITY AND PROBLEM SOLVING IN THE DEVELOPMENT OF ORGANIZATIONAL INNOVATION
CREATIVITY AND PROBLEM SOLVING IN THE DEVELOPMENT OF ORGANIZATIONAL INNOVATION
 
Leading Change Book Review
Leading Change Book ReviewLeading Change Book Review
Leading Change Book Review
 
Lec 3 ---- dfa
Lec 3  ---- dfaLec 3  ---- dfa
Lec 3 ---- dfa
 

Similar to Kotters eight step model of Organizational Change - Organizational Change and Development - Manu Melwin Joy

kotters8-stepchangemodel-110321191315-phpapp02 (1).pdf
kotters8-stepchangemodel-110321191315-phpapp02 (1).pdfkotters8-stepchangemodel-110321191315-phpapp02 (1).pdf
kotters8-stepchangemodel-110321191315-phpapp02 (1).pdf
nireekshan1
 
How does Kotter’s eight-step plan deal with resistance to change??
How does Kotter’s eight-step plan deal with resistance to change?? How does Kotter’s eight-step plan deal with resistance to change??
How does Kotter’s eight-step plan deal with resistance to change??
Syaff Hk
 
Sumit_CHANGE_MANAGEMENT
Sumit_CHANGE_MANAGEMENTSumit_CHANGE_MANAGEMENT
Sumit_CHANGE_MANAGEMENT
Sumit Mehta
 
Managing and Surviving Change - Meg Downey - Austin NewsTrain - Aug. 22-23, 2014
Managing and Surviving Change - Meg Downey - Austin NewsTrain - Aug. 22-23, 2014Managing and Surviving Change - Meg Downey - Austin NewsTrain - Aug. 22-23, 2014
Managing and Surviving Change - Meg Downey - Austin NewsTrain - Aug. 22-23, 2014
News Leaders Association's NewsTrain
 
Organizational Change Methods
Organizational Change MethodsOrganizational Change Methods
Organizational Change Methods
Samah Mohamed
 
Approaches to managing organizational change - Organizational Change and Dev...
Approaches to managing organizational change -  Organizational Change and Dev...Approaches to managing organizational change -  Organizational Change and Dev...
Approaches to managing organizational change - Organizational Change and Dev...
manumelwin
 
Change management
Change managementChange management
Change management
ahmed hassan
 
Change management
Change managementChange management
Change management
Hameda Hurmat
 
managing change
managing changemanaging change
managing change
Suraj Kumar S
 
Factors
FactorsFactors
Factors
hidayahperlis
 
Success factors to lead the team
Success factors to lead the teamSuccess factors to lead the team
Success factors to lead the team
Chanti Academy
 
Executionofstrategy-dominic.pptx
Executionofstrategy-dominic.pptxExecutionofstrategy-dominic.pptx
Executionofstrategy-dominic.pptx
Dominic Joseph
 
Strategic Delivery of Change Management
Strategic Delivery of Change Management Strategic Delivery of Change Management
Strategic Delivery of Change Management
Rizwan Khurram
 
Behavioural Change Re-visited
Behavioural Change Re-visitedBehavioural Change Re-visited
Behavioural Change Re-visited
Martin Jack
 
Patterns of change
Patterns of changePatterns of change
Patterns of change
cameliacodarcea
 
Leading Change (A Workshop for AmeriCorps VISTAs 2017)
Leading Change (A Workshop for AmeriCorps VISTAs 2017)Leading Change (A Workshop for AmeriCorps VISTAs 2017)
Leading Change (A Workshop for AmeriCorps VISTAs 2017)
Dr. Ariane Hoy
 
Leading Change (A Workshop for AmeriCorps VISTAs 2017)
Leading Change (A Workshop for AmeriCorps VISTAs 2017)Leading Change (A Workshop for AmeriCorps VISTAs 2017)
Leading Change (A Workshop for AmeriCorps VISTAs 2017)
Bonner Foundation
 
Models of Organization Development and Change
Models of Organization Development and ChangeModels of Organization Development and Change
Models of Organization Development and Change
Mansi Kachroo
 
John kotter"s 8 Steps Change Model
John kotter"s 8 Steps Change ModelJohn kotter"s 8 Steps Change Model
John kotter"s 8 Steps Change Model
Bahaa eldin Soliman
 
Change Management Program
Change Management Program Change Management Program
Change Management Program
Dr. John Persico
 

Similar to Kotters eight step model of Organizational Change - Organizational Change and Development - Manu Melwin Joy (20)

kotters8-stepchangemodel-110321191315-phpapp02 (1).pdf
kotters8-stepchangemodel-110321191315-phpapp02 (1).pdfkotters8-stepchangemodel-110321191315-phpapp02 (1).pdf
kotters8-stepchangemodel-110321191315-phpapp02 (1).pdf
 
How does Kotter’s eight-step plan deal with resistance to change??
How does Kotter’s eight-step plan deal with resistance to change?? How does Kotter’s eight-step plan deal with resistance to change??
How does Kotter’s eight-step plan deal with resistance to change??
 
Sumit_CHANGE_MANAGEMENT
Sumit_CHANGE_MANAGEMENTSumit_CHANGE_MANAGEMENT
Sumit_CHANGE_MANAGEMENT
 
Managing and Surviving Change - Meg Downey - Austin NewsTrain - Aug. 22-23, 2014
Managing and Surviving Change - Meg Downey - Austin NewsTrain - Aug. 22-23, 2014Managing and Surviving Change - Meg Downey - Austin NewsTrain - Aug. 22-23, 2014
Managing and Surviving Change - Meg Downey - Austin NewsTrain - Aug. 22-23, 2014
 
Organizational Change Methods
Organizational Change MethodsOrganizational Change Methods
Organizational Change Methods
 
Approaches to managing organizational change - Organizational Change and Dev...
Approaches to managing organizational change -  Organizational Change and Dev...Approaches to managing organizational change -  Organizational Change and Dev...
Approaches to managing organizational change - Organizational Change and Dev...
 
Change management
Change managementChange management
Change management
 
Change management
Change managementChange management
Change management
 
managing change
managing changemanaging change
managing change
 
Factors
FactorsFactors
Factors
 
Success factors to lead the team
Success factors to lead the teamSuccess factors to lead the team
Success factors to lead the team
 
Executionofstrategy-dominic.pptx
Executionofstrategy-dominic.pptxExecutionofstrategy-dominic.pptx
Executionofstrategy-dominic.pptx
 
Strategic Delivery of Change Management
Strategic Delivery of Change Management Strategic Delivery of Change Management
Strategic Delivery of Change Management
 
Behavioural Change Re-visited
Behavioural Change Re-visitedBehavioural Change Re-visited
Behavioural Change Re-visited
 
Patterns of change
Patterns of changePatterns of change
Patterns of change
 
Leading Change (A Workshop for AmeriCorps VISTAs 2017)
Leading Change (A Workshop for AmeriCorps VISTAs 2017)Leading Change (A Workshop for AmeriCorps VISTAs 2017)
Leading Change (A Workshop for AmeriCorps VISTAs 2017)
 
Leading Change (A Workshop for AmeriCorps VISTAs 2017)
Leading Change (A Workshop for AmeriCorps VISTAs 2017)Leading Change (A Workshop for AmeriCorps VISTAs 2017)
Leading Change (A Workshop for AmeriCorps VISTAs 2017)
 
Models of Organization Development and Change
Models of Organization Development and ChangeModels of Organization Development and Change
Models of Organization Development and Change
 
John kotter"s 8 Steps Change Model
John kotter"s 8 Steps Change ModelJohn kotter"s 8 Steps Change Model
John kotter"s 8 Steps Change Model
 
Change Management Program
Change Management Program Change Management Program
Change Management Program
 

More from manumelwin

Volkswagen Hidden Advert - Gamification in Recruitment - Dr. Manu Melwin Joy
Volkswagen Hidden Advert - Gamification in Recruitment - Dr. Manu Melwin JoyVolkswagen Hidden Advert - Gamification in Recruitment - Dr. Manu Melwin Joy
Volkswagen Hidden Advert - Gamification in Recruitment - Dr. Manu Melwin Joy
manumelwin
 
Swedish Armed Force - Who Cares? - Gamification in Recruitment - Dr. Manu Mel...
Swedish Armed Force - Who Cares? - Gamification in Recruitment - Dr. Manu Mel...Swedish Armed Force - Who Cares? - Gamification in Recruitment - Dr. Manu Mel...
Swedish Armed Force - Who Cares? - Gamification in Recruitment - Dr. Manu Mel...
manumelwin
 
IKEA - Assemble your career - Gamification in Recruitment - Dr. Manu Melwin Joy
IKEA - Assemble your career - Gamification in Recruitment - Dr. Manu Melwin JoyIKEA - Assemble your career - Gamification in Recruitment - Dr. Manu Melwin Joy
IKEA - Assemble your career - Gamification in Recruitment - Dr. Manu Melwin Joy
manumelwin
 
Bletchley Park’s crossword - Gamification in Recruitment - Dr. Manu Melwin Joy
Bletchley Park’s crossword - Gamification in Recruitment - Dr. Manu Melwin JoyBletchley Park’s crossword - Gamification in Recruitment - Dr. Manu Melwin Joy
Bletchley Park’s crossword - Gamification in Recruitment - Dr. Manu Melwin Joy
manumelwin
 
Yates’ algorithm for 2n factorial experiment - Dr. Manu Melwin Joy - School o...
Yates’ algorithm for 2n factorial experiment - Dr. Manu Melwin Joy - School o...Yates’ algorithm for 2n factorial experiment - Dr. Manu Melwin Joy - School o...
Yates’ algorithm for 2n factorial experiment - Dr. Manu Melwin Joy - School o...
manumelwin
 
Factorial design - Dr. Manu Melwin Joy - School of Management Studies, Cochin...
Factorial design - Dr. Manu Melwin Joy - School of Management Studies, Cochin...Factorial design - Dr. Manu Melwin Joy - School of Management Studies, Cochin...
Factorial design - Dr. Manu Melwin Joy - School of Management Studies, Cochin...
manumelwin
 
Ducan’s multiple range test - - Dr. Manu Melwin Joy - School of Management St...
Ducan’s multiple range test - - Dr. Manu Melwin Joy - School of Management St...Ducan’s multiple range test - - Dr. Manu Melwin Joy - School of Management St...
Ducan’s multiple range test - - Dr. Manu Melwin Joy - School of Management St...
manumelwin
 
Latin square design- Dr. Manu Melwin Joy - School of Management Studies, Coch...
Latin square design- Dr. Manu Melwin Joy - School of Management Studies, Coch...Latin square design- Dr. Manu Melwin Joy - School of Management Studies, Coch...
Latin square design- Dr. Manu Melwin Joy - School of Management Studies, Coch...
manumelwin
 
Randomized complete block design - Dr. Manu Melwin Joy - School of Management...
Randomized complete block design - Dr. Manu Melwin Joy - School of Management...Randomized complete block design - Dr. Manu Melwin Joy - School of Management...
Randomized complete block design - Dr. Manu Melwin Joy - School of Management...
manumelwin
 
ANOVA - Dr. Manu Melwin Joy - School of Management Studies, Cochin University...
ANOVA - Dr. Manu Melwin Joy - School of Management Studies, Cochin University...ANOVA - Dr. Manu Melwin Joy - School of Management Studies, Cochin University...
ANOVA - Dr. Manu Melwin Joy - School of Management Studies, Cochin University...
manumelwin
 
Design of experiments - Dr. Manu Melwin Joy - School of Management Studies, C...
Design of experiments - Dr. Manu Melwin Joy - School of Management Studies, C...Design of experiments - Dr. Manu Melwin Joy - School of Management Studies, C...
Design of experiments - Dr. Manu Melwin Joy - School of Management Studies, C...
manumelwin
 
How information system is transforming business - - Dr. Manu Melwin Joy - Sch...
How information system is transforming business - - Dr. Manu Melwin Joy - Sch...How information system is transforming business - - Dr. Manu Melwin Joy - Sch...
How information system is transforming business - - Dr. Manu Melwin Joy - Sch...
manumelwin
 
Internet revolution - Dr. Manu Melwin Joy - School of Management Studies, Coc...
Internet revolution - Dr. Manu Melwin Joy - School of Management Studies, Coc...Internet revolution - Dr. Manu Melwin Joy - School of Management Studies, Coc...
Internet revolution - Dr. Manu Melwin Joy - School of Management Studies, Coc...
manumelwin
 
Smart phone revolution - Dr. Manu Melwin Joy - School of Management Studies, ...
Smart phone revolution - Dr. Manu Melwin Joy - School of Management Studies, ...Smart phone revolution - Dr. Manu Melwin Joy - School of Management Studies, ...
Smart phone revolution - Dr. Manu Melwin Joy - School of Management Studies, ...
manumelwin
 
Definition of information system - Dr. Manu Melwin Joy - School of Management...
Definition of information system - Dr. Manu Melwin Joy - School of Management...Definition of information system - Dr. Manu Melwin Joy - School of Management...
Definition of information system - Dr. Manu Melwin Joy - School of Management...
manumelwin
 
PESTEL Analysis - Manu Melwin Joy - School of Management Studies, Cochin Univ...
PESTEL Analysis - Manu Melwin Joy - School of Management Studies, Cochin Univ...PESTEL Analysis - Manu Melwin Joy - School of Management Studies, Cochin Univ...
PESTEL Analysis - Manu Melwin Joy - School of Management Studies, Cochin Univ...
manumelwin
 
Oxytocin and Trust - Neuro Human Resource Management (NHRM) - Manu Melwin Joy
 Oxytocin and Trust - Neuro Human Resource Management (NHRM) - Manu Melwin Joy Oxytocin and Trust - Neuro Human Resource Management (NHRM) - Manu Melwin Joy
Oxytocin and Trust - Neuro Human Resource Management (NHRM) - Manu Melwin Joy
manumelwin
 
B2B marketing - Manu Melwin Joy
B2B marketing - Manu Melwin JoyB2B marketing - Manu Melwin Joy
B2B marketing - Manu Melwin Joy
manumelwin
 
Industrial marketing - Manu Melwin Joy
Industrial marketing - Manu Melwin JoyIndustrial marketing - Manu Melwin Joy
Industrial marketing - Manu Melwin Joy
manumelwin
 
Green marketing - Manu Melwin Joy
Green marketing - Manu Melwin JoyGreen marketing - Manu Melwin Joy
Green marketing - Manu Melwin Joy
manumelwin
 

More from manumelwin (20)

Volkswagen Hidden Advert - Gamification in Recruitment - Dr. Manu Melwin Joy
Volkswagen Hidden Advert - Gamification in Recruitment - Dr. Manu Melwin JoyVolkswagen Hidden Advert - Gamification in Recruitment - Dr. Manu Melwin Joy
Volkswagen Hidden Advert - Gamification in Recruitment - Dr. Manu Melwin Joy
 
Swedish Armed Force - Who Cares? - Gamification in Recruitment - Dr. Manu Mel...
Swedish Armed Force - Who Cares? - Gamification in Recruitment - Dr. Manu Mel...Swedish Armed Force - Who Cares? - Gamification in Recruitment - Dr. Manu Mel...
Swedish Armed Force - Who Cares? - Gamification in Recruitment - Dr. Manu Mel...
 
IKEA - Assemble your career - Gamification in Recruitment - Dr. Manu Melwin Joy
IKEA - Assemble your career - Gamification in Recruitment - Dr. Manu Melwin JoyIKEA - Assemble your career - Gamification in Recruitment - Dr. Manu Melwin Joy
IKEA - Assemble your career - Gamification in Recruitment - Dr. Manu Melwin Joy
 
Bletchley Park’s crossword - Gamification in Recruitment - Dr. Manu Melwin Joy
Bletchley Park’s crossword - Gamification in Recruitment - Dr. Manu Melwin JoyBletchley Park’s crossword - Gamification in Recruitment - Dr. Manu Melwin Joy
Bletchley Park’s crossword - Gamification in Recruitment - Dr. Manu Melwin Joy
 
Yates’ algorithm for 2n factorial experiment - Dr. Manu Melwin Joy - School o...
Yates’ algorithm for 2n factorial experiment - Dr. Manu Melwin Joy - School o...Yates’ algorithm for 2n factorial experiment - Dr. Manu Melwin Joy - School o...
Yates’ algorithm for 2n factorial experiment - Dr. Manu Melwin Joy - School o...
 
Factorial design - Dr. Manu Melwin Joy - School of Management Studies, Cochin...
Factorial design - Dr. Manu Melwin Joy - School of Management Studies, Cochin...Factorial design - Dr. Manu Melwin Joy - School of Management Studies, Cochin...
Factorial design - Dr. Manu Melwin Joy - School of Management Studies, Cochin...
 
Ducan’s multiple range test - - Dr. Manu Melwin Joy - School of Management St...
Ducan’s multiple range test - - Dr. Manu Melwin Joy - School of Management St...Ducan’s multiple range test - - Dr. Manu Melwin Joy - School of Management St...
Ducan’s multiple range test - - Dr. Manu Melwin Joy - School of Management St...
 
Latin square design- Dr. Manu Melwin Joy - School of Management Studies, Coch...
Latin square design- Dr. Manu Melwin Joy - School of Management Studies, Coch...Latin square design- Dr. Manu Melwin Joy - School of Management Studies, Coch...
Latin square design- Dr. Manu Melwin Joy - School of Management Studies, Coch...
 
Randomized complete block design - Dr. Manu Melwin Joy - School of Management...
Randomized complete block design - Dr. Manu Melwin Joy - School of Management...Randomized complete block design - Dr. Manu Melwin Joy - School of Management...
Randomized complete block design - Dr. Manu Melwin Joy - School of Management...
 
ANOVA - Dr. Manu Melwin Joy - School of Management Studies, Cochin University...
ANOVA - Dr. Manu Melwin Joy - School of Management Studies, Cochin University...ANOVA - Dr. Manu Melwin Joy - School of Management Studies, Cochin University...
ANOVA - Dr. Manu Melwin Joy - School of Management Studies, Cochin University...
 
Design of experiments - Dr. Manu Melwin Joy - School of Management Studies, C...
Design of experiments - Dr. Manu Melwin Joy - School of Management Studies, C...Design of experiments - Dr. Manu Melwin Joy - School of Management Studies, C...
Design of experiments - Dr. Manu Melwin Joy - School of Management Studies, C...
 
How information system is transforming business - - Dr. Manu Melwin Joy - Sch...
How information system is transforming business - - Dr. Manu Melwin Joy - Sch...How information system is transforming business - - Dr. Manu Melwin Joy - Sch...
How information system is transforming business - - Dr. Manu Melwin Joy - Sch...
 
Internet revolution - Dr. Manu Melwin Joy - School of Management Studies, Coc...
Internet revolution - Dr. Manu Melwin Joy - School of Management Studies, Coc...Internet revolution - Dr. Manu Melwin Joy - School of Management Studies, Coc...
Internet revolution - Dr. Manu Melwin Joy - School of Management Studies, Coc...
 
Smart phone revolution - Dr. Manu Melwin Joy - School of Management Studies, ...
Smart phone revolution - Dr. Manu Melwin Joy - School of Management Studies, ...Smart phone revolution - Dr. Manu Melwin Joy - School of Management Studies, ...
Smart phone revolution - Dr. Manu Melwin Joy - School of Management Studies, ...
 
Definition of information system - Dr. Manu Melwin Joy - School of Management...
Definition of information system - Dr. Manu Melwin Joy - School of Management...Definition of information system - Dr. Manu Melwin Joy - School of Management...
Definition of information system - Dr. Manu Melwin Joy - School of Management...
 
PESTEL Analysis - Manu Melwin Joy - School of Management Studies, Cochin Univ...
PESTEL Analysis - Manu Melwin Joy - School of Management Studies, Cochin Univ...PESTEL Analysis - Manu Melwin Joy - School of Management Studies, Cochin Univ...
PESTEL Analysis - Manu Melwin Joy - School of Management Studies, Cochin Univ...
 
Oxytocin and Trust - Neuro Human Resource Management (NHRM) - Manu Melwin Joy
 Oxytocin and Trust - Neuro Human Resource Management (NHRM) - Manu Melwin Joy Oxytocin and Trust - Neuro Human Resource Management (NHRM) - Manu Melwin Joy
Oxytocin and Trust - Neuro Human Resource Management (NHRM) - Manu Melwin Joy
 
B2B marketing - Manu Melwin Joy
B2B marketing - Manu Melwin JoyB2B marketing - Manu Melwin Joy
B2B marketing - Manu Melwin Joy
 
Industrial marketing - Manu Melwin Joy
Industrial marketing - Manu Melwin JoyIndustrial marketing - Manu Melwin Joy
Industrial marketing - Manu Melwin Joy
 
Green marketing - Manu Melwin Joy
Green marketing - Manu Melwin JoyGreen marketing - Manu Melwin Joy
Green marketing - Manu Melwin Joy
 

Recently uploaded

Bonku-Babus-Friend by Sathyajith Ray (9)
Bonku-Babus-Friend by Sathyajith Ray  (9)Bonku-Babus-Friend by Sathyajith Ray  (9)
Bonku-Babus-Friend by Sathyajith Ray (9)
nitinpv4ai
 
SWOT analysis in the project Keeping the Memory @live.pptx
SWOT analysis in the project Keeping the Memory @live.pptxSWOT analysis in the project Keeping the Memory @live.pptx
SWOT analysis in the project Keeping the Memory @live.pptx
zuzanka
 
CIS 4200-02 Group 1 Final Project Report (1).pdf
CIS 4200-02 Group 1 Final Project Report (1).pdfCIS 4200-02 Group 1 Final Project Report (1).pdf
CIS 4200-02 Group 1 Final Project Report (1).pdf
blueshagoo1
 
How to Manage Reception Report in Odoo 17
How to Manage Reception Report in Odoo 17How to Manage Reception Report in Odoo 17
How to Manage Reception Report in Odoo 17
Celine George
 
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...
TechSoup
 
RESULTS OF THE EVALUATION QUESTIONNAIRE.pptx
RESULTS OF THE EVALUATION QUESTIONNAIRE.pptxRESULTS OF THE EVALUATION QUESTIONNAIRE.pptx
RESULTS OF THE EVALUATION QUESTIONNAIRE.pptx
zuzanka
 
CHUYÊN ĐỀ ÔN TẬP VÀ PHÁT TRIỂN CÂU HỎI TRONG ĐỀ MINH HỌA THI TỐT NGHIỆP THPT ...
CHUYÊN ĐỀ ÔN TẬP VÀ PHÁT TRIỂN CÂU HỎI TRONG ĐỀ MINH HỌA THI TỐT NGHIỆP THPT ...CHUYÊN ĐỀ ÔN TẬP VÀ PHÁT TRIỂN CÂU HỎI TRONG ĐỀ MINH HỌA THI TỐT NGHIỆP THPT ...
CHUYÊN ĐỀ ÔN TẬP VÀ PHÁT TRIỂN CÂU HỎI TRONG ĐỀ MINH HỌA THI TỐT NGHIỆP THPT ...
Nguyen Thanh Tu Collection
 
Skimbleshanks-The-Railway-Cat by T S Eliot
Skimbleshanks-The-Railway-Cat by T S EliotSkimbleshanks-The-Railway-Cat by T S Eliot
Skimbleshanks-The-Railway-Cat by T S Eliot
nitinpv4ai
 
KHUSWANT SINGH.pptx ALL YOU NEED TO KNOW ABOUT KHUSHWANT SINGH
KHUSWANT SINGH.pptx ALL YOU NEED TO KNOW ABOUT KHUSHWANT SINGHKHUSWANT SINGH.pptx ALL YOU NEED TO KNOW ABOUT KHUSHWANT SINGH
KHUSWANT SINGH.pptx ALL YOU NEED TO KNOW ABOUT KHUSHWANT SINGH
shreyassri1208
 
Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...
Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...
Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...
ImMuslim
 
Data Structure using C by Dr. K Adisesha .ppsx
Data Structure using C by Dr. K Adisesha .ppsxData Structure using C by Dr. K Adisesha .ppsx
Data Structure using C by Dr. K Adisesha .ppsx
Prof. Dr. K. Adisesha
 
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
EduSkills OECD
 
Simple-Present-Tense xxxxxxxxxxxxxxxxxxx
Simple-Present-Tense xxxxxxxxxxxxxxxxxxxSimple-Present-Tense xxxxxxxxxxxxxxxxxxx
Simple-Present-Tense xxxxxxxxxxxxxxxxxxx
RandolphRadicy
 
Haunted Houses by H W Longfellow for class 10
Haunted Houses by H W Longfellow for class 10Haunted Houses by H W Longfellow for class 10
Haunted Houses by H W Longfellow for class 10
nitinpv4ai
 
مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
مصحف القراءات العشر   أعد أحرف الخلاف سمير بسيوني.pdfمصحف القراءات العشر   أعد أحرف الخلاف سمير بسيوني.pdf
مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
سمير بسيوني
 
A Visual Guide to 1 Samuel | A Tale of Two Hearts
A Visual Guide to 1 Samuel | A Tale of Two HeartsA Visual Guide to 1 Samuel | A Tale of Two Hearts
A Visual Guide to 1 Samuel | A Tale of Two Hearts
Steve Thomason
 
Oliver Asks for More by Charles Dickens (9)
Oliver Asks for More by Charles Dickens (9)Oliver Asks for More by Charles Dickens (9)
Oliver Asks for More by Charles Dickens (9)
nitinpv4ai
 
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.ppt
Level 3 NCEA - NZ: A  Nation In the Making 1872 - 1900 SML.pptLevel 3 NCEA - NZ: A  Nation In the Making 1872 - 1900 SML.ppt
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.ppt
Henry Hollis
 
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptxBIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
RidwanHassanYusuf
 
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
indexPub
 

Recently uploaded (20)

Bonku-Babus-Friend by Sathyajith Ray (9)
Bonku-Babus-Friend by Sathyajith Ray  (9)Bonku-Babus-Friend by Sathyajith Ray  (9)
Bonku-Babus-Friend by Sathyajith Ray (9)
 
SWOT analysis in the project Keeping the Memory @live.pptx
SWOT analysis in the project Keeping the Memory @live.pptxSWOT analysis in the project Keeping the Memory @live.pptx
SWOT analysis in the project Keeping the Memory @live.pptx
 
CIS 4200-02 Group 1 Final Project Report (1).pdf
CIS 4200-02 Group 1 Final Project Report (1).pdfCIS 4200-02 Group 1 Final Project Report (1).pdf
CIS 4200-02 Group 1 Final Project Report (1).pdf
 
How to Manage Reception Report in Odoo 17
How to Manage Reception Report in Odoo 17How to Manage Reception Report in Odoo 17
How to Manage Reception Report in Odoo 17
 
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...
 
RESULTS OF THE EVALUATION QUESTIONNAIRE.pptx
RESULTS OF THE EVALUATION QUESTIONNAIRE.pptxRESULTS OF THE EVALUATION QUESTIONNAIRE.pptx
RESULTS OF THE EVALUATION QUESTIONNAIRE.pptx
 
CHUYÊN ĐỀ ÔN TẬP VÀ PHÁT TRIỂN CÂU HỎI TRONG ĐỀ MINH HỌA THI TỐT NGHIỆP THPT ...
CHUYÊN ĐỀ ÔN TẬP VÀ PHÁT TRIỂN CÂU HỎI TRONG ĐỀ MINH HỌA THI TỐT NGHIỆP THPT ...CHUYÊN ĐỀ ÔN TẬP VÀ PHÁT TRIỂN CÂU HỎI TRONG ĐỀ MINH HỌA THI TỐT NGHIỆP THPT ...
CHUYÊN ĐỀ ÔN TẬP VÀ PHÁT TRIỂN CÂU HỎI TRONG ĐỀ MINH HỌA THI TỐT NGHIỆP THPT ...
 
Skimbleshanks-The-Railway-Cat by T S Eliot
Skimbleshanks-The-Railway-Cat by T S EliotSkimbleshanks-The-Railway-Cat by T S Eliot
Skimbleshanks-The-Railway-Cat by T S Eliot
 
KHUSWANT SINGH.pptx ALL YOU NEED TO KNOW ABOUT KHUSHWANT SINGH
KHUSWANT SINGH.pptx ALL YOU NEED TO KNOW ABOUT KHUSHWANT SINGHKHUSWANT SINGH.pptx ALL YOU NEED TO KNOW ABOUT KHUSHWANT SINGH
KHUSWANT SINGH.pptx ALL YOU NEED TO KNOW ABOUT KHUSHWANT SINGH
 
Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...
Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...
Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...
 
Data Structure using C by Dr. K Adisesha .ppsx
Data Structure using C by Dr. K Adisesha .ppsxData Structure using C by Dr. K Adisesha .ppsx
Data Structure using C by Dr. K Adisesha .ppsx
 
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
 
Simple-Present-Tense xxxxxxxxxxxxxxxxxxx
Simple-Present-Tense xxxxxxxxxxxxxxxxxxxSimple-Present-Tense xxxxxxxxxxxxxxxxxxx
Simple-Present-Tense xxxxxxxxxxxxxxxxxxx
 
Haunted Houses by H W Longfellow for class 10
Haunted Houses by H W Longfellow for class 10Haunted Houses by H W Longfellow for class 10
Haunted Houses by H W Longfellow for class 10
 
مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
مصحف القراءات العشر   أعد أحرف الخلاف سمير بسيوني.pdfمصحف القراءات العشر   أعد أحرف الخلاف سمير بسيوني.pdf
مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
 
A Visual Guide to 1 Samuel | A Tale of Two Hearts
A Visual Guide to 1 Samuel | A Tale of Two HeartsA Visual Guide to 1 Samuel | A Tale of Two Hearts
A Visual Guide to 1 Samuel | A Tale of Two Hearts
 
Oliver Asks for More by Charles Dickens (9)
Oliver Asks for More by Charles Dickens (9)Oliver Asks for More by Charles Dickens (9)
Oliver Asks for More by Charles Dickens (9)
 
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.ppt
Level 3 NCEA - NZ: A  Nation In the Making 1872 - 1900 SML.pptLevel 3 NCEA - NZ: A  Nation In the Making 1872 - 1900 SML.ppt
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.ppt
 
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptxBIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
 
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
 

Kotters eight step model of Organizational Change - Organizational Change and Development - Manu Melwin Joy

  • 1. KOTTER’S EIGHT STEP MODEL Approaches to Managing Organizational Change
  • 2. Prepared By Kindly restrict the use of slides for personal purpose. Please seek permission to reproduce the same in public forms and presentations. Manu Melwin Joy Assistant Professor Ilahia School of Management Studies Kerala, India. Phone – 9744551114 Mail – manu_melwinjoy@yahoo.com
  • 3. KOTTER’S EIGHT STEP MODEL • 30 years of research by leadership guru Dr. John Kotter have proven that 70% of all major change efforts in organizations fail. • Why do they fail? • Because organizations often do not take the holistic approach required to see the change through. • However, by following the 8 Step Process outlined by Professor Kotter, organizations can avoid failure and become adept at change. By improving their ability to change, organizations can increase their chances of success, both today and in the future.
  • 4. KOTTER’S EIGHT STEP MODEL • In “Leading Change” (1996), Dr. John Kotter outlined an 8-Stage Process to Creating Major Change:
  • 5. Step 1: Create Urgency • Develop a sense of urgency around the need for change. This may help you spark the initial motivation to get things moving. • Open an honest and convincing dialogue about what's happening in the marketplace and with your competition. • What you can do: – Identify potential threats, and develop scenarios showing what could happen in the future. – Examine opportunities that should be, or could be, exploited. – Start honest discussions, and give dynamic and convincing reasons to get people talking and thinking.
  • 6. Step 2: Form a Powerful Coalition • Bring together a coalition, or team, of influential people whose power comes from a variety of sources, including job title, status, expertise, and political importance. • Once formed, your "change coalition" needs to work as a team. • What you can do: – Identify the true leaders in your organization. – Ask for an emotional commitment from these key people. – Work on team building within your change coalition. – Check your team for weak areas.
  • 7. Step 3: Create a Vision for Change • Link ideas and concepts to an overall vision. • A clear vision can help everyone understand why you're asking them to do something. • What you can do: – Determine the values that are central to the change. – Develop a short summary (one or two sentences) that captures what you "see" as the future of your organization. – Create a strategy to execute that vision.
  • 8. Step 4: Communicate the Vision • Communicate the vision more frequently and powerfully, and embed it within everything that you do. • Use the vision daily to make decisions and solve problems. When you keep it fresh on everyone's minds, they'll remember it and respond to it. • What you can do: – Talk often about your change vision. – Openly and honestly address peoples' concerns and anxieties. – Apply your vision to all aspects of operations – from training to performance reviews. – Tie everything back to the vision.
  • 9. Step 5: Remove Obstacles • Put in place the structure for change, and continually check for barriers to it. • Removing obstacles can empower the people you need to execute your vision, and it can help the change move forward. • What you can do: – Identify, or hire, change leaders whose main roles are to deliver the change. – Recognize and reward people for making change happen. - Identify people who are resisting the change. – Take action to quickly remove barriers (human or otherwise).
  • 10. Step 6: Create Short-term Wins • Create short-term targets – not just one long-term goal. • Each "win" that you produce can further motivate the entire staff. • What you can do: – Look for sure-fire projects that you can implement without help from any strong critics of the change. – Don't choose early targets that are expensive. – Reward the people who help you meet the targets.
  • 11. Step 7: Build on the Change • Each success provides an opportunity to build on what went right and identify what you can improve. • What you can do: – After every win, analyze what went right and what needs improving. – Set goals to continue building on the momentum you've achieved. – Keep ideas fresh by bringing in new change agents and leaders for your change coalition.
  • 12. Step 8: Anchor the Changes in Corporate Culture • Make continuous efforts to ensure that the change is seen in every aspect of your organization. • It's also important that your company's leaders continue to support the change. This includes existing staff and new leaders who are brought in. • What you can do: – Talk about progress every chance you get. - Include the change ideals and values when hiring and training new staff. – Create plans to replace key leaders of change as they move on. This will help ensure that their legacy is not lost or forgotten.