Post on 03-Apr-2018
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CHANGE AND KNOWLEDGE
MANAGEMENT
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WHAT IS CHANGE?
Change is considered with making things different.
Change intervention is a planned action to make
things different.
The person or persons who act as catalysts and
assume the responsibility for managing the change
process is the change agent.
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WHY CHANGE ?
To survive and eventually prosper, an organizationmust monitor its external environment and align
itself with changes that occur, or tend to occur.
Change takes place on three levels:
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Contd,
The self, the team or the (small) organization and the
wider system that surrounds the team or the small
organization or the organizational unit depending
on how the borders are defined.In a process, change needs to be facilitated on all
three levels to become sustainable.
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CHANGE IN HISTORY
In 513 B.C., Heraclitus of Greece observed
There is nothing permanent expect change.
In 16th century, Niccolo Machivelli stated inhis political treatise, The Prince, There is nothing
more difficult to take in hand, more perilous to
conduct, or more uncertain in its success, than to
take the lead in the introduction of a new order of
things.
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Contd,
Simply managing change is insufficient.Successful change requires leadership.
The old saying, You can lead a horse to water, but
you cant make it drink.
Eight step model to implement change by John
P.Kotter
1.Establish a sense of urgency
2.Obtain management & peer backing
3.Create a vision for change
4.Communicate the vision
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5. Empower employees to implement change
6. Establish short term goals
7. Encourage additional changes
8. Reinforce changes made as permanent.
Contd,
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WHAT ARE THE CAUSES OF CHANGE
a. Mission
b. Workload
c. Political
d. Environment
e. Changes in management
f. Resources
g. Technological.
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DEALING WITH CHANGE
Change is an inevitable part of all organization.
The world we live in is constantly changing and at
an accelerated rate.
Organizations and individuals must continually
adapt to this changing environment by changing
themselves or they will not survive.
Some people accept and some people resistchange.
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PHASES OF CHANGE
when change is introduced & there is an
understanding that it will be implemented, we experiencethe following
1.Denialwhen things change, the first reaction is to deny
it.
2.Bargaining & Negotiatingwhen we perceive that thechange dont go away, we still believe things worked
better before the change & bargain for reinstating the old
system.
3.Angerwhen we realize change is here to stay, and we
can do nothing about it, we get angry.
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HOW TO DEAL WITH CHANGE
Once change is communicated and implemented, we canplay a part in reducing the effects on us by:
1.Accepting
2.Communicating share and communicate our feeling
through which we get more information and fear can be
reduced.
3.Planning where we were and where we want to be,
how we are going to get there. Clarify goals andexpectations, get feedback from others.
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INDIVIDUAL RESISTANCE
The following are the five reasons why individuals may
resist change:
1.Habitwhile going to college use the same route.
2.Security- threatens their feelings of safety
3.Economic Factors
changes will lower ones incomespecially when pay is closed tied with productivity
4.Fear of the Unknown : the experience of school to
college5.Selecitive Information Processing Individuals shape their
world through their perceptions.
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ORGANIZATIONAL RESISTENCE1. Structural Inertiaselection process.
2. Limited focus of changedepts. are interdependent, difficult to
change one without affecting others.
3. Group Inertia individuals want to change but group acts as
constraint. Union member.
4. Threat to Expertisedecentralized personal computers, which
allow for managers to gain access to information directly from a
company mainframe. It was resisted by centralized information
depts.
5. Threat to Establish Power Relationship redistribution of
decision making authority can threaten long-established powerrelationships within the organization.
6. Threat to Establish Resource Allocations Groups in the
organization that control sizable resources often see change as a
threat. Reduction in their budget or cut in their staff size?
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OVERCOMING RESISTENCE TO CHANGE
Six tactics have been suggested for use by change agents
in dealing with resistance to change.
1.Education & Communication
2.Participation
3.Facilitation & Support counseling, training etc to
reduce fear.
4.Negotiation5.Manipulation & Co-optation
6.Coercion
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PERSONAL CHANGE
Personal change is defined as means of improvement in
an individuals life.
It also helps in finding how to change.
It aims at tapping the unlimited potential available in
the individual.
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PERSONAL CHANGE PROCESS
Step 1:
PC starts with discovery, finding
out more about yourself; how you do things, how you
have been limiting your options. Discovery involveswillingness to learn. Learning might be unexpected &
surprising.
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Contd...,
Step 2:
After discovery phase clearing
phase starts which involves the process of realizing
and rejecting the wrong answers which have becomea part of us.
Ex: The problem with getting angry inappropriately.
The process of discovery helps realize that the anger
really belonged with a specific incident 30 years ago.
That would allow clearing undesirable responses
now. Clearing is a key element in Personal Change.
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1.SELF-AWARENESS
A self-aware person is one who:1.Is aware ofones strengths & limitations
2.Has a clear idea ofones priorities: know what is imp
3.Is aware of ones attitudes, values & beliefs: Values and
beliefs are the primary causes of conflicts.4.Knows how ones behavior is affecting others
5.Knows how others are affecting oneself.
6.Is aware of ones feelings & emotions & how they affect
oneself & others
7.One is aware of his fears & anxieties & the defenses he
usually employs to protect his sanity.
8.One has relatively stable & strong self-image & is not
unduly perturbed by what others say about oneself.
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Contd...,
SELF AWARENESS can be defined as the ability to
perceive ones own existence, including ones own traits,
feelings & behaviors.Self awareness helps in
1.Personal development through self-awareness
2.Skill development
3.Knowing your strengths and weaknesses
4.Developing intuitive decision-making skills
5.Stress
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Contd...,21st century leadership is based on emotional self-
awareness
Emotional Self-awareness is the key to increased personal
& organizational performance.
Johari Window explains Self awareness as an element of
personal Change.
Johari Window is a tool used for illustrating & improvingself-awareness, & mutual understanding between
individuals within a group.
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Developed by Joseph Luft and Harry Ingram inthe 1950s, who recognized that, effective learning
is facilitated by good interpersonal
communication.
Contd...,
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Johari Window model is referred to as a disclosure /
feedback model of self awareness and by some people an
information processing tool.
It represents information feelings, experience, views,
attitudes, skills, intensions, motivation, etc within or about
a person-in relation to their group, from four prospective,
which are regions or areas or quadrants - open/ free
area,blindarea,hiddenarea, & unknownarea.
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JOHARI Window: An Interpersonal
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Name
Height
Education/DeptMarks scored
Bad breath
Snoring
Untidy tableShort tempered
Bad habits
Known fears
Unshared secrets
Jealousy
PotentialsUnknown fears
Untried methods
Unseen places
JOHARI Window: An Interpersonal
Communications Model
KNOWN TO ME UNKNOWN TO ME
KNOWN
TOOTHERS
UNKNOWN
TO
OTHERS
When you share about yourself or
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Public
Arena
Open
Blind spotBad
Unaccepted
Hidden
Avoided
Private
UnknownUnconscious
Not tried
When you share about yourself or
self-disclose:
KNOWN TO ME UNKNOWN TO ME
KNOWN
TOOTHERS
UNKNOWN
TO
OTHERS
When you share about yourself or
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NameHeight
Education/Dept
Marks scored
Native placeParents
Old friends
Blind spotBad
Unaccepted
Hidden
Avoided
Private
UnknownUnconscious
Not tried
When you share about yourself or
self-disclose:
KNOWN TO ME UNKNOWN TO ME
KNOWN
TOOTHERS
UNKNOWN
TO
OTHERS
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When you solicit or receive feedback and
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PublicArena
Open
Blind spotBad
Unaccepted
Hidden
Avoided
Private
UnknownUnconscious
Not tried
When you solicit or receive feedbackand
self-disclose:
KNOWN TO ME UNKNOWN TO ME
KNOWN
TOOTHERS
UNKNOWN
TO
OTHERS
When you acquire knowledge:
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PublicArena
Open
Blind spotBad
Unaccepted
Hidden
Avoided
Private
Learn newthingsLike
swimming
When you acquire knowledge:
KNOWN TO ME UNKNOWN TO ME
KNOWN
TOOTHERS
UNKNOWN
TO
OTHERS
JOHARI Window : Ideal
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More StrengthsMore Comfort
Less
weaknesses
Free tointeract
Less avoidance
Less fear
Knownpotentials,Increased
Learning
JOHARI Window : Ideal
KNOWN TO ME UNKNOWN TO ME
KNOWN
TOOTHERS
UNKNOWN
TO
OTHERS
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MYERS BRIGGS TYPE INDICATOR (MBTI)
1. Psychological tool used for self-awareness.
2. MyersBriggs classification means the person canbegin to identify preference in behavior & how the
individual is similar to & different from him/her.
on
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on ...,
The MBTI preferences indicate the differences in people
that result from the following
1.Where they prefer to focus their attention & get energy
(Extroversion or Introversion)
2.The way they prefer to take in information (Sensing or
Intuition)3.The way they prefer to make decisions (Thinking or Feeling)
4.How they orient themselves to the external world-with a
judging process or a perceiving process (Judging or
Perceiving)There is no right or wrong to these preferences. Each
identifies normal & valuable human behaviors.
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Contd...,
The MBTI model is useful for:1.Understanding & developing yourself
2.Understanding & developing others
3.
Understanding what motivates others4.Understanding others strengths & weaknesses
5.Working in teams-by ensuring that all relevant
necessary capabilities are represented in the team
6.Allocating & agreeing tasks & project
responsibilities
7.Agreeing roles & development with others & for
oneself.
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(E) Extraversion Or Introversion (I) The focus or directionor orientation of our
behavior outward orinward
Attitude or
orientation
(S) Sensing Or Nituition (N) How we gatherinformation
Function(Jungian
Irrational or
MBPerceiving)
(T) Thinking Or Feeling (F) How we decide Function
(JungainRational or
MB Judging)
(J) Judging Or Perceiving (P) How we react to theworld do prefer to
make decisions or keepopen to options (& also
which middleFunctions do we
favour)
Myers Briggs
added
dimensionequating to
Jungs
Irrational &
Rational
Contd
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Contd,Sixteen Personality types are
1.ISTJ The dominant quality in their lives is an abiding sense of
responsibility for doing what needs to be done in the here & now.
2.ISTPFor them, the driving force in their lives is to understand how things& phenomena in the real world work so that they can make the best & most
effective use of them.
3.ESTP For these individuals the dominant quality in their lives is their
enthusiastic attention to the outer world of hands on & real life experiences.
4.ESTJthe driving force in their lives is their need to analyze & bring intological order the outer world of events, people & things.
5.ISFJ the dominant quality in their lives is an abiding respect & sense of
personal resp for doing what need to be done in the here & now.
6.ISFP They have a dominant quality which is deep felt caring, for living
things, combined with a quietly playful & sometimes adventurous approach tolife & all its experiences.
7.ESFP For them the dominant quality in their lives is their enthusiastic
attention to the outer world of hands on & real life experiences.
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2. SELF ANALYSIS
Personal change begins with analyzing oneself.
Self analysis has to do with a personal SWOT
analysis.
Self analysis helps a person in understanding:
Whether or not one has a suitable aptitude for a
given job.
Whether or not one is capable of handling thevarious roles and responsibilities one has accepted.
What motivates and what drains ones energy.
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Contd...,
Exercise on self analysisblank sheet of paper start
answering the following questions.
Ones current and previous jobs, including any
voluntary workOnes interest outside work and extracurricular
activities
Ones course and
Any other significant experiences, in life.
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Contd...,Ask Oneself :
1.Why did I choose the course, job, experience?
2.Which parts of this experience did I really enjoy?
3.Which parts did I find frustrating or boring?
4.Which bits was I best at?
5.Which bits did I find a struggle?
6.What have other people said about my
contribution in this job, course, and experience?
7.What do others consider I am good at? (Ask them)
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Contd...,
It tells us about the sorts of skills one feels most
comfortable using, the sort of environment one
performs best in and the types of people with whom
one enjoys working.
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The Loser acts helpless & unable to cope with the world &
waits for someone to come to the rescue.
-Uses self-pity or indifference as a shield against fear of taking
responsibility for changing his or her life.
-Looks constantly to others for guidance, which can lead to such
problems as lacking assertiveness skills, under-achievement, &
excessive reliance on others in relationships.
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Contd,
Consequences of Low Self Esteem
It can create anxiety, stree, loneliness & increased
likelihood for depression
It can cause problems with friendships & relationships.
It can seriously impair academic & job performance.
It can lead to underachievement & increased vulnerability to
drug & alcohol abuse.
It reinforces the ve self image & can take a person intodownward spiral of lower & lower self-esteem & increasingly
non-productive or even actively self-destructive behavior.
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Contd,
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Step 3: Get Help from Others
-Ask for support from Friends
-Get help from Teachers & Other Helpers
-
Talk to a Therapist or Counselor
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Making organizational roles effective
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g g
Role effectiveness depends on:
Having high role efficacy on the part of the role occupant and
By developing a style & strategy to cope with the Role
Conflict or stress.