Change is an integral part of life. Progress is impossible without change and those who can't change their minds cannot change anything. Change is to survive. Change is to keep yourself updated. So, CHANGE or PERISH.
12. Forces for Change
External Forces:
Market place
Govt. Laws &
regulations.
Technology
Labour market
Economic changes
Internal Forces:
Changes in strategy
of the organization
Workforce changes
New equipment
Employee attitude
13. Conditions which prompt
change.
1. Global competition
2. Change in technology
3. Economic crises.
4. Social Developments
5. Changes in laws & regulations
14. Why Change?
’The best way to escape from a
problem is to SOLVE IT’.
Cultures change, when an organization
discovers or develops solutions to
problems it faces.
15. Do People Resist Change?
Yes.
People always resist
CHANGE
Because ’Change’
Threatens Equilibrium
16. Why people resist change?
Because employees fear:
Uncertainty
Insecurity
Failure to see any benefit of change.
Objectionable ways of implementing
change
The concept that ’change means more
work’.
17. Who are the targets of Change?
Organizations
Individuals
Groups
The Environment
18. Four Responses to Change
First, is the Victim. They are terrified
Second is the Bystanders
Third is the Critics
Fourth is the Navigator, who have to
implement the change.
21. SO ?
Involve your Team
Communicate
constantly
Plan properly
Don’t let up
22. How to manage
organizational change?
Organizational culture can either facilitate
or inhibit changes.
We need to change organizational culture
if it hinders the process of change and
achievement of organizational goals
25. Internal Forces
Come from decisions made within the
company.
This may be in Top-down direction, i.e
originating from top management and
travel downwards,
Or, it may oriniginate from frontline
employees & travel in a Bottom-up
direction
26. Important Cultural Issues
The three importnat
cultural issues of any
organization are:
1. Ethics
2. Diversity of employees
3. Leadership behaviour
27. Changing Organizational
Culture
Top leaders can set the tone for a
change in organization’s culture.
Managers and leaders must
introduce and ”cement” ethical
practices into organization’s culture.
29. Changes at Individual level
Changes in this area can be achieved
by:
1. Changes in the number and skills of
the human resource component.
2. Improving levels of employees’
motivation and performance.
30. Group Target
It involves changes in the
relationship between
managers and
subordinates & also
relationship within the
group.
31. Organizational Targets
It may be changes in any of the
following:
Products , quality or service offered.
Goals & strategies.
Organizational structure
Organizational Culure
32. Environmental Target
It relates to changes in
Environment :
May be due to changes
in products and
services, which may
require new
technology or new distribution
system.
35. How to implement Change?
The following steps are
crucial to obtain successful
change outcome:
1. Create a Vision of Change.
2. Communicate the vision of
change.
3. Remove fears from the minds of
those who will get affected by
change.
36. Pre-planning for Change
Introduce change gradually
Clarify goals, policies, strategies
Wherever possible, keep the team intact
and keep the same job titles.
Maximise supervision & dialogue
Develop trust and confidence
37. Communicate the Change
To all who will be
affected by change
Direct communication
from the top
management to the
employees
38. When to Communicate?
Communicate before the change, not
afterwards.
Regularly communicate during change
Early and frequent communication is
desirable.
Communicate both orally & in writing
39. THE ART OF PROGRESS
” Is to preserve order amid change
AND
to preserve change amid order”