organizational change
-
Upload
rajesh-kumar -
Category
Business
-
view
4.977 -
download
3
description
Transcript of organizational change
Describe the driving forces for change
Define the role of change agents Identify why people resist changeDiscuss the ways organizations may
overcome the resistance to change
BE ALERT FOR THE FIRST SIGH OF
C H A N G E
Develop Your Early Warning System
Nature of workforceTechnologyEconomic shocksCompetitionSocial TrendsWorld Politics
A dramatic crisisLeadership turnoverStage of life-cycleAge of the organizationSize of organizationStrength of current culture
Individual ResistanceHabitSecurityEconomic factorsFear of the unknownSelective information processing
Organizational resistanceStructural inertiaLimited focus of changeGroup inertiaThreat to expertiseThreat to established power
relationshipsThreat to established resource
allocations
Education and communicationParticipationFacilitation and supportNegotiationManipulation and cooperationcoercion
“The illiterate of the 21st century will not be those who cannot read or write, but those who cannot learn, unlearn, and relearn.”
Alvin TofflerWhat is he saying to us? We
must learn how to change to increase our knowledge.
Change is the single most important factor in business today: every business is an ongoing source of
change. every professional discipline is a process
of change. every fundamental business principle
directs us to change.
Every market force (customers, competitors, technology, regulations, distribution channels, suppliers, etc.) creates change that forces our change in response.
Globalization of markets demands globalization of businesses.
Change with times, or get left behind.
You will be hired to bring about change; not to just maintain the status quo.
You will need to become a change agent.
People who drive change are change agents.
We are all agents of change: Change-agent skills are as important to our
success as our professional discipline skills. The purpose of our jobs is to change what
is possible, as companies and as individuals, by adding value every day.
Driving forces of change are: Technology Nature of the workforce International effects Mergers – competition Economic shocks Social trends
Change is everywhere – it’s constant.
Everyone is affected by change.The pace of change is
accelerating.
If the above is true, why do people and organizations resist change?
We, as leaders, have a responsibility to bring about planned change.
“If we have always done it that way, it is probably wrong.”
Managing today would be more accurately described as long periods of ongoing change, interrupted occasionally by short periods of stability.
Habits – We are creatures of habit.Fear of the unknown.Security – The higher the need for
security, the stronger the resistance.Economic factors.Selective information processing –
We all have our own ideas of what is right.
Group inertia – Peer pressure, group norms.
Security. Threat to established power relationships. Threat to established resource allocations. Limited focus of change – Change affects
others in the organization. Poor communication. Threat to expertise.
Unfreezing
Movement orTransitionRefreezing
StatusQuo
DesiredState
RestrainingForces
Driving Forces
Three options to bring about change: increase the driving forces. decrease the restraining forces. do a combination of the two approaches.
Education and trainingParticipation and cooperationSupportEconomic incentives Increased communicationNegotiationCoercion – Forcing
Structure – Change agents can alter one or more of the key elements in an organization’s design.
Technology – Competitive factors or innovations within an organization often require change agents to introduce new equipment, tools, or methods.
People – Change agents help individuals and groups within the organization work more effectively together.
Physical Settings – Change agents can affect their environment.
Resistance is not all bad. Resistance:
forces management to check and recheck the proposals.
helps identify specific problem areas where change is likely to cause difficulty.
gives management information about the intensity of employee emotions on the issues.
provides a means of release of emotions. This causes employees to think and talk more about the changes.
“The trouble with the future is that it usually arrives before we’re ready for it.”
Arnold H. Glasow
Anticipate Change
Monitor Change
Adapt To Change Quickly
change
Enjoy Change!
Be Ready To Change Quickly And Enjoy It Again
the end…. or is it a new beginning?