change management involvement in organization

1. CHANGE MANAGEMENT
Presenting By :- Group-9
 Nitesh Kumar Singh
 Rohit Rastogi
 Rachel
 Ranjit
 Vamsi Sathena
 Srikanth Narra
 Ankammarao

2. Contents
 CHANGE
 TYPES OF CHANGES
 OBJECTIVES OF CHANGE MANAGEMENT
 PRICIPLES CHANGE MANAGEMENT
 PROCESS AND PARAMETERS
 BARRIERS
 OVER COMING RESISTANCE TO CHANGE
 ACTIVITIES CONTRIBUTING TO EFFECTIVE CHANGE MANAGEMENT
 Conclusion
2

3. CHANGE
 An act or process to make things different from present condition
3

4. WHAT IS ORGANISATION CHANGE?
 The alternation of people, structure or technology which will change
something in the usual work is called change management.
 It is a process by which the organisation move from present state to some
desired future state to increase its effectiveness.
4

5. 5

6. HOW IT HELPS
 HELPS UTILISING ITS STRENGTH AND UNDERSTANDING ITS WEAKNESSES
 PREDICTING POSSIBLE THREATS AND USING UNTAPPED OPPORTUNITIES
 COPING WITH FINANCIAL CRISIS
 BRIDGING PERFORMANCE GAP
6

7. OBJECTIVES OF CHANGE MANAGEMENT
 TO ENSURE DESIRED RESULTS OF CHANGE ARE ACHIEVED
 TO SUSTAIN ORGANISATIONAL EFFICIENCY AND PRODUCTIVITY
 TO ASSURE THAT ALL EMPLOYEES IN THE ORGANISATION ARE INFORMED ABOUT
THE CHANGE TO BE IMPLEMENTED
 TO ESTABLISH A CREATIVE AND FLEXIBLE CULTURE
 TO REDUCE ISSUES ASSOCIATED WITH IMPLEMENTING CHANGE
 TO EVALUATE THE EXACT COST ASSOCIATED WITH CHANGE IMPLEMENTATION
7

8. 8

9. 9

10. 10

11. PROCESS OF CHANGE MANAGEMENT:
11

12. Lewin’s Three-Step Change Model
12
Unfreezing
Change efforts to overcome the
pressures of both individual
resistance and group conformity.
Refreezing
Stabilizing a change
intervention by balancing
driving and restraining
forces.
Driving Forces
Forces that direct behavior away
from the status quo.
Restraining Forces
Forces that hinder movement from the
existing equilibrium.
Changing
Process that transforms the
organization from the status
quo to a desired state.

13. Parameters :
• The main parameters which were mainly affected by change management
were:
 Organizational Structure
 Technology
 People
13

14. Parameters:
STRUCTURE
Any changes in
variables such as:
• Reporting relations.
• Co-ordinate
mechanism
• Empowerment
• Job redesign
TECHNOLOGY
Modifications in such a
way that:
• Adopting new
equipment
• Learning new
software and skills
PEOPLE
To change their
attitudes and
behaviours by
motivation
14

15. 15

16. 16

17. 17

18. 18

19. 19

20. 20

21. 21

22. 22

23. 23

24. 24

25. Conclusion
 Change management is used for one reason: to
ensure business success.
 Without change management, the risks of missing
project objectives, losing productivity, or
complete project failure all increase and
threatens business’s future.
 Lacking effective, thorough, and timely change
management is extremely hazardous to an
organization. 25

26. 26