OCL Project 1-Final

8/3/2019 OCL Project 1-Final

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The forces for change or driving forces were identified as follows:

1. Extra incentives (Outstation allowance)Employees get attracted to the added incentives they can get when they move to rural areas.

Outstation allowances, remote area allowances (salary gets doubled) plus additional facilities

including quarters drives employees preference to work in rural areas.

2. Career DevelopmentIn some organizations, it is mandatory for employees to work on rural areas for some years as

per the job requirement. Some organization like police and army administrations or

government hospitals even employ a promotion policy which allows promotion only after an

employee works in rural areas for years as specified. In order to get the desired promotion for

their career development, employees get drive to work in rural areas.

3. Familiarity with a local environmentPeople always prefer familiar work environment or social environment to hostile or new ones

because of adjustment and adaptation issues. Comfort comes with the familiarity with a local

environment. People prefer to work in the place which is familiar and dear to them. They feel

the sense of belongingness and sense of respect for these places which is the reason why

educated and skilled people from rural areas are driven to work in rural areas.

4. Experience and ExposureThe experience you get in rural areas is completely different than that of cities. You are

exposed to a totally new work environment where you can learn a lot. Also many people

believe -Travelling is one of the greatest forms of learning. Hence, people are themselves

willing to move to rural areas, sometimes in the east and sometimes in the west, sometimes in

the hills and sometimes Terai.

5. Low cost of living (leading to savings)Life in cities is costly. In rural areas, the accommodation and foods is cheaper (excluding a

few remotest ones.) So, if you have family responsibilities and need some savings you prefer

to go to the place where you can earn a more by spending less.

Figure 1: Driving and Restraining forces for willingness to work n rural areas

Forces Against Change

Luxuries of Living andavailability of facilities

Lesser opportunities to learn

outside

Unfamiliarity with new

culture

Climatic Conditions

Family Responsibilities

Forces For Change

Extra Incentives

Career Development

Opportunities

Familiarity with local

environment

Experience and Exposure

Low Cost of Living

Change

Proposal:

Willingness toWork in Rural

Areas


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The forces against change or restraining forces were identified as follows:

1. LuxuriesEmployees are not ready to get out of their comfort zones. Shifting to rural areas needs

commitment and compromises. They need to compromise with the better standard of living,

better life and better opportunities of the cities. There will be absence of malls, theatres andrestaurants and health and education facilities. People who are used to the luxury of urban

areas will find it impossible to imagine their life without it in rural areas.

2. Unfamiliarity with new cultureInability to adapt to new culture or deal with cultural shock restrains an employee from going

to places where cultures newer to her exists. Culture can be related to the local or work.

Employees find it difficult to work in an environment that has a different culture. Example:

Brahmins from Parbat might not be able to work with the Sherpa community culture of

Solukhumbu, or people from Madhes might be unable to adjust in the work culture of hills.

3. Climatic ConditionsUnfavorable climatic condition could be another reason why employees dont want to work

in rural areas. Example An employee from Birgunj might be unable to work on negative

degree Celsius of Jomsom or an employee from Kathmandu may not be able to tolerate 43

degree heat of Nepalgunj.

There are several health related issues that demands suitable climatic conditions for

employees.

4. Family pressuresIf you are single, you are not entangled much by family issues but if you have a family to

look after, you have to manage work and family. Working in rural areas away from your

family poses dire straits where one can either chose to stay with you family or go to rural

areas. If one chooses to go to rural areas, he or she has to juggle the time between family

visits and works which are tiring. You can either go with your entire family or you remain

separated for some period of time, both of these decisions are hard to take. This acts as a

restraining force in willingness to work in rural areas.


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FORCE FIELD ANALYSIS OF FORCES

Figure 2: Scaling each force out of five

Forces for change are also known as driving or pushing forces and the forces against the

change are also known as restraining forces. Each force is scored out of five based on their

intensity and strength as given in figure 2 where one represents the weakest force and five

represents the strongest force.

Reasons for scoring each force based on their importance and intensity as a forces are as

follows:

Forces against Change

1. Luxuries (5)It is scored five out of five because people always demand luxury of living they are used

to. Habits die hard which is why people often find it hard to give up their luxuries just to

work in rural areas. Lack of proper health and education facilities restrain employees to

go to urban areas. This is the strongest force against the change proposal.

2. Difficulty in working on cross-cultural environment (2)Working in new culture can be very difficult. Humans tend to be hostile to foreign culture

and practices which is why it is scored two out of five.

3. Climatic Conditions (3)It is scored three out of five because it is the force which can be very strong in the

absence of motivation like extra incentives and career growth but which can be

eliminated with the help of right source of motivation.

4. Family responsibilities (4)Nepali culture still values the family being together and forever which is why people do

anything to be with the family which is why it is scored four out of five.

Forces ForChange

Score

Extra Incentives 5

Career

Development

Opportunities

4

Familiarity with

local

environment

2

Experience and

Exposure

2

Low Cost of

Living

1

Total 14

Forces AgainstChange

Score

Luxuries of Living

and availability of

facilities

5

Unfamiliarity with

new culture

2

Climatic

Conditions

3

Family

Responsibilities

4

Total 14

Change

Proposal:

Willingness

to Work in

Rural Areas


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a. Creating Crisis: Creating (controlled) crisis is necessary to prepare the organization toaccept that change is necessary. It is necessary to develop a message to show why

existing things of doing things cannot work. Employees need to inform the rules and

regulation of the government that branches in cities can not be opened without

opening baranches in rural area. So employees need to go to rural branches to help

organization expand.b. Shaking people of their comfort zone: People need to be taken out of their comfort

zone. It is needed to convey to employees that present attitude towards rural area is

not acceptable. For their growth and development they must serve the rural branches

as well.

c. Challenge: Organization can inspire its employees to achieve remarkable things.Working in new area can be challenging. Organization can put challenge to work in

new environment. Organization can make arrangement to give employees more

responsibilities and authority that choose to work in rural areas.

d. Education: It is necessary for the company to teach its employee the need for change.Company need to make its employees that working in rural area is an opportunity to

learn. It is also necessary to convey to its employees that in this competing market

rural branches can help a lot to grow the organization as rural areas are untapped

market and the organization needs to tap those markets. Employees serving such

market will get better experience and can apply their creativity.

e. Restructuring: The organization may need to restructure to force change. Theorganization can have mandatory for the employees to serve in the rural area to get

placement in urban branches.

Strategy: A mixture of Power-Coercive strategy and normative reeducative strategy will help

to bring in change in the status quo. The organization need to make some rules regarding

rural placement and at the same time making people themselves realize that why ruralbranches are necessary for the organization, organization can change the current belief, value

and behavior.

MOVING

Once we have unfreeze the people, the next question is how you keep them going. The

second step in organizational change is moving them towards new goal. Time and

communication are the two keys to success for the changes to occur. People need time to

understand the changes and they also need to feel highly connected to the organization

throughout the transition period. Following are the ways to happen:

a.

Challenge: When employees are given big challenges they accept it as theiropportunity to develop. Employees working in rural areas can be given one post

higher that present post in cities with higher work responisibitlities and power. New

challenge will motivate them to work in new environment.

b. Coach: Employees can be provided psychological support to work in rural areas.c. Command: Sometimes employees need to be told what to do. It can be mandatory for

employees to work in rural areas. Employees need to be commanded to behave in a

particular manner.


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d. Facilitation: Employees working in rural areas can be provided with higher facilities.Higher pays, incentives and benefits can be arranged to motivate employees to work

in rural areas. Other intangible benefits can also be arranged for employees working

in rural areas.

Strategy: A mixture of Power-Coercive strategy and Empirical Rational strategy can help the

organization to move towards the change. At some point, organization will command its

employee to work in rural areas and at the same time it will help employees to see the

benefits they will get if participate in change.

REFREEZING

Refreezing is the third of Lewin's change transition stages, where people are taken from a

state of being in transition and moved to a stable and productive state. Following are the ways

to happen:

a. Golden Handcuffs: Employees working in rural areas for certain period of time canhave better facilities and more promotional opportunities. They may get first

preference on various matters.b. Institutionalization: The change should be build into formal system and structure.

Employees should get motivated and voluntarily come forward to serve in the rural

areas.

c. Reward alignment: Working in rural area can be attached with awards. Higher rewardsystem can be arranged to make rural placement attractive.

Strategy: Empirical-Rational strategy will help the organization to refreeze the new behavior

and institutionalize the change goal in the organizational culture.

These approaches can help to unfreeze the present behavior of the employees, move towards

desired goal and refreeze the goal. Pre-information about the place the employees are being

sent and increase their familiarity with the new environment. This will move the pushing

force from 2 to 4 thus increasing two points in forces for change. Few people love travelling

and for such people exposure and experience can be a motivating reason to move to rural

areas. This will increase the pushing force from 2 to 4. Selecting similar employees who are

from or able to work in the condition similar to the offered rural climatic condition will help

to reduce the restraining due to climatic condition. This can decrease thethis restraining force

form 3 to one. Sharing some of the family responsibilities of the employee like arrangement

of good school for employees child can decrease the restraining force from 4 to 2. In this

way these change will swing the balance from 14: 14 (against plan) to 10: 18 (in favor of the

plan).

Thus by recognizing these three distinct stages of change, we can plan to implement the

change required. we start by creating the motivation to change (unfreeze). We then move

through the change process by promoting effective communications and empowering people

to embrace new ways of working (change). And the process ends when we return the

organization to a sense of stability (refreeze), which is so necessary for creating the

confidence from which to embark on the next, inevitable change.

OCL Project 1-Final

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