Change Managementl
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Transcript of Change Managementl
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NothiNg is permaNeNt except
chaNge
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CHANGE
change is defined as to make or become
different or give or begin to have a different form.change means dissatisfaction with the old &
belief in the new.
change is a process , tool & technique to
manage the people side of change process to achievethe required outcome & to realize the change
effectively with in individual change agent, the inner
team & the wider system which includes the org.
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Change management is managing the process of
implementing major changes in information technology,business process, org structure & job assignment to
reduce the risk & cost of change & optimize its benefits
CM
Managingthe process
of
Implementing
major changes
in
IT
Business
processes
Orgl
structure
Job
assignment
Risks
Cost of
change
Optimizebenefits
To reduce
to
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Need for change
Mission
Workload
Political
Environment
Changes in Mgt
Resources
technological
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Forces of change
External forces
technological advancement Social & political pressure
economic forces
Government forces
Market changes
competition
Internal forces Structure-focused change
technological change
Inadequacy of managerial & adm processes Individual/ group expectation
Resource constraints
Profitability issue
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Phases of change
a) Denial
b) Bargaining & negotating
c) Anger
How to deal?
accepting
Communicatingsharing feelings
Planning goals, expections
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PERSONAL CHANGEPROCESS
ELEMENTS
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Meaning ofPersonal Change
Only person who can change your mind isYOU
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Leaving the . . .
And reaching the . . .
Moving through the . . .
Current State
Transition State
Future State
Personal change typically occurs in
three phases
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RENEWEDHOPE
(Hope/Energy)
EMERGINGPESSIMISM(Confusion/Worry)
RENEWEDOPTIMISM
(Understanding/Confidence)
HOPEFULOPTIMISM
(Benefit of theDoubt)
PUBLICRESISTENCE
(Fear/Anger)
CHECKING OUT(Sadness/Resignation)
SATISFIEDCOMPLETION
(Relief)
These three phases can be mapped onto
the performance curve
LOW
HIGH
A
VERAGEPERF
ORMANCE
TIME
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To exist is to change,
to change is to mature,
to mature is to go on
creating oneself endlessly.
Henri Bergson
French Philosopher
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Personal change process
Step 1 :Discovery
Step 2 :Clearing
Step 3 :Programming
Step 4 :processing
Personal change
process
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John Fischers Personal Transition Process
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Personal change
Element of Personal Change
Self-Analysis
Self-Awarness
Self-Esteem
Self-Eficacy
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Self Awarness
Means knowing ones value, personality, need,habits, emotions, weakness etc
It helps in developing plans for professional & selfdevpt
Who is a self aware person?
Knows ones strength & limitations
Clear idea of priorities Clear idea of ones attitude, values & beliefs. And
know difference in same are primary causes ofconflict
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Behaviorhow it affects others
Aware of feelings & emotions & controls it
Aware of fear & anxiety
stable & strong selfimage
Assumptions:
self awareness Is self responsibility
Internalizing perceiving self behaviour to havecertain outcome
Continuous learning process
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Personal change through self-
awarness
Skill development
Knowing strength & weakness
Intituitive decision making skills
Stress
Motivation
leadrship
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How to practice this skill?
By asking somebodyfeedback
Use of questionnaire
Seek professional help
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Self-awareness through Johari
Window
Referred to as feedback model, also
considered as information processing tool.
It represents info- feelings, exp, views,
attitudes, skills, etc with in or about a person-in-relation to their group.
Also called disclosure/ Feedback model
Developed by Joseph Luft & Harry Ingham
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Self-Awareness using Mayers Briggs Type Indicator(MBTI)
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Self-Esteem
Self-Esteem is defined as a persons self-image
at an emotional level
It refers to an individuals sense of his/her
value or worth or the extent to which a personvalues, approves of, appreciates or likes him
or herself.
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description of self-esteem includes the following primary
properties
self-esteem as a basic human need, i.e., "...it makes an essential
contribution to the life process", "...is indispensable to normal andhealthy self-development, and has a value for survival.
something experienced as a part of, or background to, all of the
individuals thoughts, feelings and actions.
concept of self-esteem is graduated, involving three main levels:To have a high self-esteem is to feel confidently capable for life, or, to
feel able and worthy, or to feel right as a person.
To have a low self-esteem corresponds to not feeling ready for life,
or to feeling wrong as a person.
To have a middle ground self-esteem is to waver between the two
states above, that is, to feel able and useless, right and wrong as a
person, and to show these incongruities in behavior, acting at times
wisely, and at rashly others, thus reinforcing insecurity.
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Causes for healthy self esteem & low self
esteem
healthy self esteem:
Childhood experience: being praised, being
listened to, being spoken to respectfully, getting
attention & hugs, experiencing success in sportsor schools, having trustworthy friends etc.
low self esteem:
Childhood experience: being yelled at, beaten,
being ignored, ridiculed or teased, being expectedto be perfect all the time, experiencing failure in
sports or school & being harshly criticized.
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Positive indicatorsPeople with a healthy level of self-esteem[
firmly believe in certain values and principles, and are ready to defend themeven when finding opposition, feeling secure enough to modify them in lightof experience.
are able to act according to what they think to be the best choice, trustingtheir own judgment, and not feeling guilty when others don't like their choice.
do not lose time worrying excessively about what happened in the past, norabout what could happen in the future. They learn from the past and plan for
the future, but live in the present intensely. fully trusts in their capacity to solve problems, not hesitating after failures
and difficulties. They ask others for help when they need it.
consider themselves equal in dignity to others, rather than inferior orsuperior, while accepting differences in certain talents, personal prestige orfinancial standing.
take for granted that he is an interesting and valuable person for others, atleast for those with whom he has a friendship.
resist manipulation, collaborate with others only if it seems appropriate andconvenient.
are able to enjoy a great variety of activities.
are sensitive to feelings and needs of others; respect generally accepted
social rules, and claim no right or desire to prosper at others' expense.
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Negative indicators
A person with low self-esteem may show some of the following symptoms:
Heavy self-criticism, tending to create a habitual state of dissatisfaction with oneself.
Hypersensitivity to criticism, which makes oneself feel easily attacked and experienceobstinate resentment against critics.
Chronic indecision, not so much because of lack of information, but from anexaggerated fear of making a mistake.
Excessive will to please: being unwilling to say "no", out of fear of displeasing thepetitioner.
Perfectionism, or self-demand to do everything attempted "perfectly" without a singlemistake, which can lead to frustration when perfection is not achieved.
Neurotic guilt: one is condemned for behaviors which not always are objectively bad,exaggerates the magnitude of mistakes or offenses and complains about themindefinitely, never reaching full forgiveness.
Floating hostility, irritability out in the open, always on the verge of exploding even forunimportant things; an attitude characteristic of somebody who feels bad abouteverything, who is disappointed or unsatisfied with everything.
Defensive tendencies, a general negative (one is pessimistic about everything: life,future, and, above all, oneself) and a general lack of will to enjoy life.
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Three faces of low self esteem
The imposter
The rebel
The loser
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Self Efficacy
Self efficacy relates to a persons perception of
his/her ability to reach a goal
Self efficacy is self belief.
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SOURCES OF SELF-
EFFICACY
Mastery experience
Social models
Social persuasion
Reducing peoples stress reaction
Effi ti t d th t
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Efficacy activated processes that
affects human functioning
A. Cognitive Processes
B. Motivational processes
C.
Affective Processes :affects how much stress &
depression they experience in threatening or difficult situation &
their level of motivation
D. Selections Processes
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Devpt of self efficacy over a course of the lifespan
of an individual
A. Origin of a sense of personal action
B. Family source of self efficacy
C. Broadening of self-efficacy through peer
influenceD. School as agency for cultivating cognitive
self-efficacy.
E. Growth of self-efficacy through transitional
experience of adolescence
F. self-efficacy concerns of adulthood
G. Reappraisal of self-efficacy with advancing
age
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Organizational Role
- convergence region b/w individual & org.
set of behavior enacted by a person as a
result of his occupying a certain position in the
orgMaking org role effective
1. Having high role efficacy on the part of role
occupant2. By developing style & strategy to cope with
role conflict or stress
R l Effi & ff ti
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Role Efficacy & effectiveness
Integration of person & role that ensures a
persons effectiveness
Effectiveness depends on ones own potential
effectiveness, & potential effectiveness of therole & the orgl climate
potential effectiveness can be termed as
efficacy Role performance can be predicted under role
clarity
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Dimension of role efficacy
Role making
Role centring
Role linking
Role conflict/ stress &effectiveness
I. Role space conflict
II. Role set conflicts
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1. Role space conflict
a. Self-role distance
b. Intra-role conflict
c. Role stagnationd. Inter-role distance
2. Role set conflict
a. Role- ambiguity
b. Role overloadc. Role erosion
d. Resource inadequacy
e. Personal inadequacy