The document summarizes a presentation on organizational change and development given by a group of six members. It discusses key concepts like the concept of change, forces for change, areas of organizational change, resistance to change, overcoming resistance, paradigm shifts, and organizational development. The presentation covers topics such as structural change, changing technology, redesigning business processes, changing behaviors or culture, individual and organizational resistance to change, and strategies for managing planned change through an OD approach.

3. A Presentation on
ORGANIZATIONAL CHANGE
AND DEVELOPMENT

4. Group Members:
 Anjeela Pakhrin
 Tisa Maharjan
 Anup Rai
 Nikita Shrestha
 Romi Bania
 Hemant Shrestha

5. Organizational Change and
Development
Concept of Change
Forces for Change
Areas of Organizational Change
Resistance to Change
Overcoming/Reducing Resistance to Change
Concept of Paradigm Shifts
Concept of Organizational
development(OD)
Re-viewing above topics

7. Concept of Change
• Change refers to making things
different. It is inevitable for modern
organizations in order to cope with changes in
environment and stay ahead of competitors.

9. Forces of change
A. External forces for change
1. Political-legal forces for change
2. Economic and market forces
3. Socio-cultural forces
4. Technological forces
B. Internal forces for change
1. Goal succession and displacement
2. Structure changes
3. Resource changes
4. Change in organizational policies

10. Areas of Organizational Change
1. Structural change
2. Changing technology
3. Redesigning business process or tasks
4. Changing behaviors or culture

11. Resistance to Change

12. Resistance to Change
Resistance to change indicates any
attitude or behavior that hinders the
change process.
Resistance to
Change
Covert Overt

13. Resistance to Change
A. Individual Resistance B. Organizational
to Change Resistance to
1. Economic insecurity Change
2. Fear of uncertainty 1. Structural Inertia
3. Fear of losing 2. Resource
power, resources constraints
and freedom 3. Organizational
4. Existing habit culture
4. Existing
agreements
5. Huge investments

14. Overcoming/Reducing resistance to change

15. Overcoming/Reducing Resistance to
change
1. Education, training and communication
2. Participation and involvement
3. Facilitation and support
4. Negotiation and agreement
5. Manipulation and co-optation
6. Explicit or implicit coercion

16. Paradigm ShiftS

17. Concepts of Paradigm Shifts
Paradigm shifts in business refers to the great or
dramatic change in the way of doing things in business.
Conditions for Paradigm Shifts
 First, the established technology in the industry is
mature and approaching to its natural limit.
 Second, a new disruptive technology has entered the
marketplace and is taking root in market niches that are
poorly served by present companies.
 Third, a company develops a new business model that is
radically different from that used by the competitors,
enabling it to capture a large market share

18. Organizational Development

19. Concept of Organizational
Development(OD)
OD is a strategic approach for managing planned
change in organizations.
According to S.P. Robbins and S. Shangi, “OD is a
collection of planned change interventions, built on
humanistic-democratic values, that seeks to improve
organizational effectiveness and well-being.”
Main underlying values in most OD efforts:
1. Respect for people
2. Trust and support
3. Power equalization
4. Confrontation
5. Participation

20. We discussed about:
Concept of Change
Forces for Change
Areas of Organizational Change
Resistance to Change
Overcoming/Reducing Resistance to
Change
Concept of Paradigm Shifts
Concept of Organizational
development(OD)

21. If you have any confusions
please feel free to put up your
questions:

22. According to Henri Bergson:
To exist is to change, to change is to mature,
to mature is to go on creating oneself endlessly.