This document discusses organizational change, defining it as any disturbance or alteration to an organization's internal or external environment. It identifies characteristics of organizational change such as being driven by internal and external forces, affecting the entire organization, and impacting people, structure, technology and other elements. The document also outlines different types of changes including planned and unplanned changes. It lists examples of external forces like globalization and internal forces like crises. Additionally, it discusses reasons for resistance to change and Lewin's model of change involving unfreezing, changing and refreezing stages.

1. By:
Umesh kumar gupta
sushmita singh
shweta singh
shivam prakash chaurasia
sabiha Khan

2. What is Organizational Change?
When an organization
system is disturbed
by some internal or
external forces change
frequently occur or
any alteration which occur in the overall
work environment of an organization.

3. CHARACTERSTICS OF O.C.
Change happen for the pressure of both
internal and external forces in the organization.
Change in any part of the organization affect
the whole organization.
Change may affect people , structure,
technology, and other element of the
organization.
Change also affect the rate of speed and
degree of significance of the organization.

4. Types of Changes
 Planned Change
◦ Change resulting from a deliberate
decision to alter the Organizational.
 Unplanned Change
◦ Change that is imposed on the
organization and is often unforeseen.

5. External Forces
 Globalization
 Workforce Diversity
 Technological Change
 Managing Ethical Behavior

6. Internal Forces
 Crisis
 Changes in employee expectations
 Changes in the work climate at an
Organizational

7. Major Reasons people Resist
Change
Resistance to Change
  Resistance Fear of the to Unknown
change is the act of
opposing or struggling with modifications
or transformations that alter the status
 quo Fear in of the loss
workplace.
 Fear of Failure
 Personality Conflicts

8. The Scope of Change
 Incremental change
 Strategic change
 Transformational change

9. LEWIN’S CHANGE MODEL

10. Lewin’s Model For Managing
Change
Forces for Change Forces for status quo
• Weight gain
• Minimally passing
treadmill test
• Feeling lethargic;
Having no energy
• Family history of
cardiovascular disease
• New, physically
demanding job
• Lack of time
•No exercise facility at
work
•Spouse/Partner hates
to exercise
•No interest in physical
activity or sports
•Made a grade of D in
a physical education
class