The document discusses functional and dysfunctional resistance to change, signs of active and passive resistance, sources of individual and organizational resistance, and tactics for overcoming resistance. It provides a situational approach for managing resistance through methods like education and communication, participation, facilitation and support, negotiation, manipulation, and coercion depending on the context. Images of managing change as a director, navigator, caretaker, coach, interpreter, or nurturer are also presented.
Managing resistance to change and change and transition managementVidhu Arora
managing resistance to change, change and transition management- process, william bridges transition model, effective transition management, difference between change and transition.
Managing resistance to change and change and transition managementVidhu Arora
managing resistance to change, change and transition management- process, william bridges transition model, effective transition management, difference between change and transition.
Presentation describes how to recognize resistance to change and barriers to change. How to increase receptivity to change and how different generations view change. Ends with John Kotter's process of creating major change.
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
Talking Points and Agenda:
Why change management is important?
Brief about the book "who moved my cheese"
The Change Curve
Emotional intelligence and people reacting to change
Guidelines on how to adopt to change
How to tackle negative resistance
Examples of change management methodologies
Lewin's Model
Beckhard and Harris
It is a term referring collectively to such activities as reengineering, redesigning and redefining business systems.
Organization Transformation can occur in response to or in anticipation major changes in the organization’s environment or technology.
Presenting this set of slides with name - Change Management Fundamentals Powerpoint Presentation Slides. This PPT deck displays twenty three slides with in depth research. Our topic oriented Change Management Fundamentals Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Change Management Fundamentals Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
Change Management is a term that is often loosely used and confused. It is an everyday specialization that deserves niche attention in the strategic framework of an organization.
Importance of successful change management ; Change management principles ; Change management process ; Resistance to change ; ; Building culture for change ; ADKAR Model ; Change management strategies; John P Kotter's change management strategies
Training Slides of Organizational Change and Development, discussing the importance of Change.
For further information regarding the course, please contact:
info@asia-masters.com
www.asia-masters.com
Force field analysis - Organizational Change and Development - Manu Melwin Joymanumelwin
It provides a framework for looking at the factors (forces) that influence a situation, originally social situations.
It looks at forces that are either driving movement toward a goal (helping forces) or blocking movement toward a goal (hindering forces).
The principle, developed by Kurt Lewin.
Lewins Change Management Model PowerPoint Presentation SlidesSlideTeam
This complete presentation has PPT slides on wide range of topics highlighting the core areas of your business needs. It has professionally designed templates with relevant visuals and subject driven content. This presentation deck has total of sixteen slides. Get access to the customizable templates. Our designers have created editable templates for your convenience. You can edit the colour, text and font size as per your need. You can add or delete the content if required. You are just a click to away to have this ready-made presentation. Click the download button now.
What is Resistance to Change?
What is Organizational Change & how is it beneficial?
Why does Manager resist organizational change?
What causes Resistance to Change?
1) Individual Resistance
-Selective Perception
-Habit
-Security in Past
-Loss of Freedom
-Economic Implications
-Fear of Unknown
2) Organizational Resistance
-Organizational Culture
-Maintaining Stability
-Investing in Resources
-Past contracts & agreements
Human And Social Factors Of Change
Management of Organizational Change
Recommendations for avoid resistance to Organizational Change
Making Behavioural Change Stick - This looks at the three steps to making a change in an organisation lasting and effective.
To find out more, get in touch with LogiKal
Email: info@logikalprojects
Call: +44 (0)20 7404 4826
Presentation describes how to recognize resistance to change and barriers to change. How to increase receptivity to change and how different generations view change. Ends with John Kotter's process of creating major change.
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
Talking Points and Agenda:
Why change management is important?
Brief about the book "who moved my cheese"
The Change Curve
Emotional intelligence and people reacting to change
Guidelines on how to adopt to change
How to tackle negative resistance
Examples of change management methodologies
Lewin's Model
Beckhard and Harris
It is a term referring collectively to such activities as reengineering, redesigning and redefining business systems.
Organization Transformation can occur in response to or in anticipation major changes in the organization’s environment or technology.
Presenting this set of slides with name - Change Management Fundamentals Powerpoint Presentation Slides. This PPT deck displays twenty three slides with in depth research. Our topic oriented Change Management Fundamentals Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Change Management Fundamentals Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
Change Management is a term that is often loosely used and confused. It is an everyday specialization that deserves niche attention in the strategic framework of an organization.
Importance of successful change management ; Change management principles ; Change management process ; Resistance to change ; ; Building culture for change ; ADKAR Model ; Change management strategies; John P Kotter's change management strategies
Training Slides of Organizational Change and Development, discussing the importance of Change.
For further information regarding the course, please contact:
info@asia-masters.com
www.asia-masters.com
Force field analysis - Organizational Change and Development - Manu Melwin Joymanumelwin
It provides a framework for looking at the factors (forces) that influence a situation, originally social situations.
It looks at forces that are either driving movement toward a goal (helping forces) or blocking movement toward a goal (hindering forces).
The principle, developed by Kurt Lewin.
Lewins Change Management Model PowerPoint Presentation SlidesSlideTeam
This complete presentation has PPT slides on wide range of topics highlighting the core areas of your business needs. It has professionally designed templates with relevant visuals and subject driven content. This presentation deck has total of sixteen slides. Get access to the customizable templates. Our designers have created editable templates for your convenience. You can edit the colour, text and font size as per your need. You can add or delete the content if required. You are just a click to away to have this ready-made presentation. Click the download button now.
What is Resistance to Change?
What is Organizational Change & how is it beneficial?
Why does Manager resist organizational change?
What causes Resistance to Change?
1) Individual Resistance
-Selective Perception
-Habit
-Security in Past
-Loss of Freedom
-Economic Implications
-Fear of Unknown
2) Organizational Resistance
-Organizational Culture
-Maintaining Stability
-Investing in Resources
-Past contracts & agreements
Human And Social Factors Of Change
Management of Organizational Change
Recommendations for avoid resistance to Organizational Change
Making Behavioural Change Stick - This looks at the three steps to making a change in an organisation lasting and effective.
To find out more, get in touch with LogiKal
Email: info@logikalprojects
Call: +44 (0)20 7404 4826
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.
A Study On Brand Switching And Consumer Preferences Towards Soft Drinks With ...Dr.K.Venkateswara raju
There is heavy competition between the soft drink majors Pepsi and Coke across India. Both follow a heavy advertisement laden strategy to increase their market share and reach to customers. With the recent entry of smaller and local brands, they are devising new strategies to retain their existing foothold in this segment. With the introduction of water sachets at KIRANA and pan shops, people may show decreased interest in soft drinks. In this paper we concentrated on the distribution process and market expansion and pricing strategies being devised and implemented at Hindustan COCA-COLA Beverages in VIJAYAWADA by gathering information from retail and KIRANA shops and also form sales and marketing managers regarding the strategies at the company. Distribution strategies involve understanding the various channels of distribution like Grocery, E&D (Eating and Dining) & Convenience stores and also the RED parameters used to assess the retailers. It covers the various coolers sizes available with the retailers in this region. Expansion Strategies include both horizontal and vertical and will enable the company to gain a competitive edge over others in the market by opening new outlets as well as increasing sales in the existing outlets. Pricing strategies involve fixing the price over brands and see that there is no cannibalization between brands as well as make sure that product range covers the entire price bands.
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3. Functional Resistance: Dysfunctional Resistance:
• critically assess whether • avoiding dealing with urgent and
change will lead to pressing issues
improvements • declining to work on what really
• exploring the personal needs to be done.
consequences of change. • blaming and criticising without
• feelings of regret, anxiety or proposing alternatives
fear to a previous history of • sabotaging change
non-disclosure and poor • non-collaboration with others.
working relations.
4. Signs of Resistance: Active
Being critical Intimidating or
Finding fault threatening
Ridiculing Manipulating
Appealing to fear Distorting facts
Using facts Blocking
selectively Undermining
Blaming or Starting rumours
accusing Arguing
Sabotaging
5. Signs of Resistance: Passive
Agreeing verbally but not following through (“malicious
compliance”)
Failing to implement change
Procrastinating or dragging one’s feet
Feigning ignorance
Withholding information, suggestions, help, or support
Standing by and allowing change to fail
6. • Ignorance: a failure to understand the situation or the problem
• Mistrust: motives for change are considered suspicious
• Disbelief: a feeling that the way forward will not work
• “Power-Cut”: a fear that sources of influence and control will be
eroded.
• Loss: change has unacceptable personal costs
• Inadequacy: the benefits from the change are not seen as sufficient
• Anxiety: fear of being unable to cope with the new situation.
• Comparison: the way forward is disliked because an alternative is
preferred
• Demolition: change threatens the destruction of existing social
networks.
7. Resistance to Change
Forms of Resistance to Change
Overt and immediate
• Voicing complaints, engaging in job actions
Implicit and deferred
• Loss of employee loyalty and motivation, increased
errors or mistakes, increased absenteeism
11. Overcoming Resistance to
Change
• Tactics for dealing with resistance to change:
• Education and communication
• Participation
• Facilitation and support
• Negotiation
• Manipulation and cooptation
• Selecting people who accept change
• Coercion
12. Managing Resistance
• A “Situational” Approach:
– this proposes six methods for managing resistance that should be
chosen based on contextual factors.
Method Context
Education & Communication resistance is due to lack of information
Participation & Involvement Resistance is a reaction to a sense of
exclusion from the process
Facilitation & Support Resistance is due to anxiety and
uncertainty
Negotiation & Agreement Resistors in a strong position to
undermine the change process
Manipulation & Cooperation Other methods are too time consuming
or resource demanding
Explicit & Implicit Coercion Change recipients have little capacity to
resist; survival of the org. is at risk
without the change
13. Images of Managing Change
Images Perspective on Resistance to Change
Director Resistance signifies that not everyone is on board with the change
program. Managerial skills can be acquired to overcome this.
Navigator Resistance is expected and represents different interests within
the organization. It should be overcome but this is not always
possible.
Caretaker Resistance is short-lived and change will occur regardless of
attempts to stop it.
Coach Resistance is to be expected and managers need to show others
that the resistance does not promote effective teamwork.
Interpreter Resistance occurs when the change is not interpreted well or
understood. The manager’s role is to clarify the meaning of
change.
Nurturer Resistance is irrelevant to whether the change will occur.
Resistance is a matter of guesswork by the resistor.
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