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    The Process of Planned Change Comprises The Following Steps: 1

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    Sanktifier
    The document outlines the steps for managing organizational change: 1. Identify the need for change which may come from internal factors like employee turnover or external factors like new technologies. 2. Diagnose the specific problems by examining areas like structure, technology, strategy, products, and culture. 3. Plan the change by determining timing, methods of implementation, and designating change agents.

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    The Process of Planned Change Comprises The Following Steps: 1

    Uploaded by

    Sanktifier
    71 views7 pages
    The document outlines the steps for managing organizational change: 1. Identify the need for change which may come from internal factors like employee turnover or external factors like new technologies. 2. Diagnose the specific problems by examining areas like structure, technology, strategy, products, and culture. 3. Plan the change by determining timing, methods of implementation, and designating change agents.

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    Details of change management

    Original Title

    Change Management

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    The document outlines the steps for managing organizational change: 1. Identify the need for change which may come from internal factors like employee turnover or external factors like new technologies. 2. Diagnose the specific problems by examining areas like structure, technology, strategy, products, and culture. 3. Plan the change by determining timing, methods of implementation, and designating change agents.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    71 views7 pages

    The Process of Planned Change Comprises The Following Steps: 1

    Uploaded by

    Sanktifier
    The document outlines the steps for managing organizational change: 1. Identify the need for change which may come from internal factors like employee turnover or external factors like new technologies. 2. Diagnose the specific problems by examining areas like structure, technology, strategy, products, and culture. 3. Plan the change by determining timing, methods of implementation, and designating change agents.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 7

    MANAGEMENTOF CHANGE

    The Process of planned change comprises the following steps : 1. Identify the need for change :
    i ) Employee turnover. ii ) Change related role conflicts. iii) Mounting problems from its growing size. iv) Any other internal change

    External Forces
    i) Technological change ii) New marketing strategies iii) New production techniques, etc.
    Performance gap : A disparity between existing and desired performance levels.

    2.Diagnose the Problem


    Structure

    Technology

    Strategy

    Products

    Culture/People

    3. Plan the Change


    i) When to bring the change (Timing) ii) How to bring the change (Methods) iii) Who will introduce the change ( change agent)

    Necessary steps for bringing about change


    make clear the need for change or provide a climate in which group members feel free to identify such needs. Permit and encourage relevant group participation in clarifying the needed changes. State the objectives to be achieved by proposed changes. Establish the broad guidelines for achieving the objectives. Leave the details for implementing the proposed changes to the group in the organization or to the personnel who will be affected by change. Indicate the benefits or rewards to the individuals or groups that are expected to accrue from the change. Materialise the benefits on rewards i.e. keep the promises made to those who made the change.

    4. Implement the change


    Implication
    Need to motivate

    Action Steps
    Invite participation from people. Offer appropriate rewards. Encourage open communication. Explain why change is essential. Use multiple and consistent leverage points. Develops organizational arrangements for transition. Build in feedback mechanism. Assure the support of key groups. Use leader behavior to get support of change. Use symbols and language.

    Need to manage the transition

    Need to shape the political domain

    5. Follow-up and feedback

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