Organizational change involves moving an organization from its current state to a desired future state to increase effectiveness. There are forces that drive change, such as competitive, economic, demographic, and ethical forces, as well as resistances to change at the organizational, functional, group, and individual levels. Changes can be technological, to human resources, functional resources, or organizational capabilities. Evolutionary change is gradual and incremental, while revolutionary change is rapid and drastic. The change process involves unfreezing the current state, diagnosing needs, planning the future state, implementing changes, evaluating outcomes, and institutionalizing new approaches.

1. Organisational Change

2. Meaning of Change
Process by which organisations move from their
present state to some desired future state to increase
their effectiveness

3. Forces and Resistances to Change
Forces for change
Resistence to change
Competitive forces
Organisational level
Structure
Culture
Strategy
Economic forces, political forces, global
forces
Functional level
Differences in subunit orientation
Demographic forces, social forces
Power and Conflict
Group Level
Ethical forces
Norms
Cohesiveness
Group think
Individual Level
Cognitive Biases
Uncertainty and Insecurity
Habit
Selective perception and retention

4. Types and Forms of Change
Technological
capabilities
Human
Resources
Functional
resources
Organisational
capabilities

5. Evolutionary Change (E-Change)
 Evolutionary change is Gradual, incremental, and
specifically or narrowly focused
 Not a drastic or sudden altering of basic nature of the
organizations strategy and structure but a constant
attempt to improve, adapt and adjust strategy and
structure to accommodate to the changes taking place in
the environment

6. Instruments of E-Change
 Sociatechnical systems theory
 Total quality management
 Creation of Empowered Flexible workers and Flexible work
teams
 When will be Call for next Change

7. Revolutionary change (R-Change)
 Rapid,sudden,drastic,broadly focused or Organisations
wide
 A bold attempt to quickly find new ways to be effective
 Result in radical shift in ways of doing things,new goals
and a new structure
 Repercussions at all levels*
Corporate,divisional,functional,group and individual.

8. Instruments of R-change
Reengineering
Restructuring and
Innovation

9. Change Process
2.
Unfreeze the organisation
4. Diagnosing the organization
from its present state
1.
5. Determining the desired future
Make the desired type of
state
change
3.
6. Implementing action
Refreeze the organisation
7.Evaluating the action
in a new, desired state
8.Institutionalizing action research

10. Change Process
2.
Unfreeze the organisation
4. Diagnosing the organization
from its present state
1.
5. Determining the desired future
Make the desired type of
state
change
3.
6. Implementing action
Refreeze the organisation
7.Evaluating the action
in a new, desired state
8.Institutionalizing action research