Management of Organizational Change Puneet Gulati (05) Ishita Dhingra (30) Tanvi Jindal (26) Gaurav Sareen (49)
Management of Organizational Change
Puneet Gulati (05)Ishita Dhingra (30)Tanvi Jindal (26)Gaurav Sareen (49)
Nature of Organizational Change
Organization Change: Change refers to an alteration in a system
Any substantive modification to some part of the organization. Eg- changes in work schedules, machinery, people etc
It implies a new equilibrium between different components of an organization
Forces for change
Forces for change
External Factors Internal Factors
External Factors
Political and Legal changes
Changes in
Marketing
Conditions
Social
Changes
Technological Changes
External Factors
Internal Factors
Internal Factors
Change in
Managerial PersonnelDeficiency in
existing Organization
Planned vs. Reactive Change
Planned Change Change that is designed and
implemented in an orderly and timely fashion in anticipation of future events.
Proactive/conscious managers interact with their environment and identify new threats and opportunities.
Usually preferred over reactive changes
Reactive Change A piecemeal response to
circumstances as they develop.
Organization which believe in traditional pattern of working often opt for reactive change. They introduce certain systems and methods when they are forced to.
Managing Change in Organization
Process Of Change
Unfreezing Individuals
Implementing change
Refreezing change
Models of change process:1. Lewin Model:
Behavior is the result of equilibrium between the driving and the restraining forces
Recognizing need for change
Establishment of goals for changes
Diagnosis of relevant variables
Selection of appropriate change tech.
Planning for change implementation
Actual Implementation
Evaluation and follow up
2.Comprehensive Approach to change
Understanding resistance to change
1. Resistance at Individual Level: Economic Factors Psychological Factors Social Factors
2. Resistance at Group Level: Feeling of Loss Group dynamics
3. Resistance at Organization Level: Stability of system Resource Limitations Sunk cost Counting Past Successes
Managing Resistance to change
Efforts at Individual Level: Involvement Obtaining commitment Leadership Training and counseling
Efforts at Group Level: Participation Group contact Force-Field analysis
Areas of organizational changes
1. Organization structure and design: Organization change focused on the organization’s
overall design. Eg – Changes in reporting structure
Effected Area’s:• Job Design• Departmentalization• Authority distribution• Culture• Human resource management
2. Technology and operations: Rapid change of technological innovation leads to
increasing rate of technological changes Eg: Changes in equipments, machinery
Effected Area’s:• Work Processes• Work sequences• Information systems• Control systems• Equipments
3. Changing People: Changes to do with the human resources Eg: Changes in skill level of work force
Effected Area’s:• Abilities and skills• Performance• Perceptions• Expectations• Attitudes• Values
Creativity Stage
Direction Stage
Delegation Stage
Coordination Stage
Collaboration Stage
Stages of Organizational change and growth
Organization Development
Techniques Planning and goal setting Team building Trainings
Activities OD for the individual OD for teams or groups OD for Inter-group relations OD for total Organization
Innovation Innovation Process:
Generation of Ideas Idea Development Implementation of Idea
Forms of Innovation: Radical Innovation Incremental Innovation Technical Innovation Managerial Innovation Process innovation
Case study
Organizational Trauma
and Triumph at
QUESTIONS
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