CHAPTER-1

INTRODUCTION:
MEANING OF ORGANIZATIONAL CHANGE:
Transformation of an organisation goals, processes or technologies. In simple words change
means any alteration in the present situation for positive consequences. Organisational change
is a process of bringing changes for its growth and development.
Change implementation is the process of translating planned changes or initiatives
into action. It involves executing the strategies and action plans during the change planning
phase, allocation necessary resources, communicating effectively with stakeholders, and
monitoring progress. Workplace change is necessary to preserve momentum and adapt external
forces. Bringing change in an organisation can have a big impact on employees morale and
productivity. It’s important to communicate the reasons for change and involve employees in
the process. This helps them feel valued and motivated to adapt to the new direction.

DEFINITION OF CHANGE MANAGEMENT:

“Change management is an organised, systematic application of the knowledge,
tools, and resources of change that provides organizations, with a key process to
achieve their business strategy”
-- According to, MARKUS WANNER .
 IMPLEMENTING CHANGE IN AN ORGANISATION
An organizational change management process consists of five steps: planning, prepration,
implementation, monitoring and evaluation. These steps lead an organisation from a current
state to a new desired one. The change management process is viable and effective .
Change typically affects the entire organisation, and the change management process
equips each employee with the necessary skills and tools to address the transition and succeed
. It also involves setting expectations and ensuring everyone understands their role and
responsibilities in this new stage.

According to Gartner,75% of organizations expect to increase the types of

significant change.
In short, change management is a process that supports the continuous improvement.

Implementing change in an organization can help you remain attuned to new ways of
satisfying their desires by helping anticipate changes in their needs and behaviours .Change
management helps businesses evaluate, redesign, and implement new business processes.
 FACTORS OF CHANGES/CAUSES/ FORCES:

|
EXTERNAL FACTORS
• TECHNOLOGICAL FACTOR
• ECONOMIC FACTOR
• POLITICAL FACTOR
• MARKET FACTOR
• SOCIAL AND CULTURAL FACTORS
• GLOBAL FACTORS

INTERNAL FACTORS

• CHANGE IN MANAGERIAL PERSONNEL

• CHANGE IN LEADERSHIP
• CHANGE IN EMPLOYEES ATTITUDE
• STRATEGIC CHANGE POLICIES/ GOAL VISION
•
Scope of the study

. The study aims to define the implementation of change in an organisation.

. It covers many areas, such as recognizing and evaluating the conflicts that arises from old
methods running in an organization

.Additionally, the study explores the new methodologies , processes, strategies and effective
ways to bring change in an organisation .

. It helps you to understand and predict changing customers needs.

It allocates few potential areas which can be focused to develop [change]-

such as:
~change management strategies
~organisational culture
~leadership styles
~employee resistance
~continuous improvement.

By studying the implementation of change , organisations can navigate

these challenges more effectively and position themselves for long-term success.
NEED OF THE STUDY
.The study on implementing change in an organisation is important for several
reasons , understanding how to effectively manage change can have a significant
impact on the success and growth of an organization.
Here are a few reasons why studying this topic is valuable.

1.ADAPTATION TO A CHANGING ENVIRONMENT: In todays rapidly evolving

business landscape, organizations need to be able to adapt and respond to changes in
technology, market trends, and customer demands.

2.INCREASED ORGANIZATIONAL PERFORMANCE: It can enhance efficiency,

productivity, and overall effectiveness, leading to better outcomes and success.

3.EMPLOYEE ENGAGEMENT AND SATISFACTION: change can be unsettling

for employees, and studying change management helps organizations understand how to
engage and support their workforce during times of transition. This can lead to increase
employee satisfaction , motivation, and loyalty.

4.MITIGATING RESISTANCE AND RISKS: Change often faces resistance, and

studying change management equips organizations with strategies to address resistance
effectively. It also helps identify and mitigate risks associated with change, minimizing
potential negative impacts.
OBJECTIVES OF THE STUDY:

. Learning from change experience

. analyzing employee resistance
. Evaluating change impact
. Training and development
. measuring change success
. Developing change management strategies
. Gradual implementation.
RESEARCH METHODOLOGY
MEANING OF RESEARCH :
Research is defined as the creation of new knowledge and/or the use of existing
knowledge in a new and creative way so as to generate new concepts, methodologies and
understandings. Research is defined as a careful consideration of study regarding a particular
concern or a problem using scientific methods.

In fact, research is an art of scientific investigation. Its an academic activity and

as the term should be used in a technical sense.
RESEARCH METHODOLOGY:
Research methodology is a way to systematically solve the research problem. It may be
understood as a science of studying how research is done scientifically. In it we study the
various steps that are generally adopted by a researcher in studying his research problem
along with the logic behind them. It is necessary for the researcher to know not only the
research methods/techniques but also the methodology. Research projects can be used to
develop further knowledge on a topic, or in the example of a school research project, they can
be used to further a student's research prowess to prepare them for future jobs or reports.

2) SAMPLE SELECTION AND SIZE

The population for the study comprised of employees involved in
conflict management for current year, the sample size: 50 workers

METHODS OF DATA COLLECTION

PRIMARY DATA:
Primary data can be collected either through experiment or through survey. If the
researcher conducts an experiment, he observes some quantitative measurements, or the data,
with the help of which he examines the truth contained in his hypothesis. But in the case of a
survey, data can be collected by any one or more of the following ways:
In this project primary data was collected by questionnaire survey. Th workmen selected for
the interview purpose were from the employees of the finance sector which affect the decision
making directly. A random selection of samples from the workmen segment was done in the
company.

SAMPLE SIZE:
Thus, 50 workmen were selected for survey through questionnaires prepared.
This helpled to be fair to all by not keeping in view the past record of employees.
SECONDARY DATA:
Secondary data means data that are already available i.e they refer to the data
which have already been collected and analyzed by someone else. When the researchrer utlizes
secondary data, then he has to look into various sources from where he can obtain them. In this
case he is certainly not confronted with the problems that are usually associated with the
collection of original data. Secondary data may either be published data or unpublished data.
Usually published data are available in
i. Various publications of the central,state are local governments
ii. Various publications of foreign governments or of international bodies and their
subsidary organizations
iii. Technical and trade journals
iv. Books, magazines and newspapers
v. Reports and publications of various associations connected with business and industry,
banks, stock exchanges etc.
vi. Reports prepared by research scholars, universities, economists, etc. in different fields
vii. Public records and statistics, historical documents and other sources of published
information.
LIMITATIONS OF THE STUDY:
There are some limitations for research which are as follows:

❖ As it was not possible to visit each department the true picture of working
condition could not be judged.

❖ The sample employees selected for the present day are 50 workers, because of
constraints of limited time

❖ The workers were busy with their work therefore they could not give enough
time for the interview

❖ The responses may be influenced by personal bias.

❖ Due to fear of loosing the job the employees would not give clear view of
conflicts arising in the company

❖ Their would be major involvement of higher authority and control due to

which the creative mind of employees were not considered.

❖ Time factor was one of the main limitaitions of the study. In a short span of 45
days it was difficult to collect all needed information.

❖ The process of filling up of questionnaire has taken up so much time as most

of employees were not aware of the concept or terms.

❖ Some of the employees give no answer to the questions which may affect the
analysis.