What is Change?
There is nothing permanent.
Coping process of moving from a
unsatisfactory present state to a desired
state
Making things different.
Why is it Important to Adapt to Change?
To survive in this competitive world,
Individuals, teams, or organizations
need to adapt change in time.
Adaptability to change is a necessary
quality of good management.
It is the need of the hour.
Nature of Change
The environment of every business unit is influenced by
two main factors :
Internal Factors External Factors
Managerial Changes Economic Change
Operational changes Sociological Change
Growth Changes Governmental Change
Plant & Machinery Changes Locational Change
Process & Procedure Changes Technological Change
Design Changes
Planned Change
Organisational change must be planned well
in advance, or it may come as a quick reaction
Organisational changes also calls for a change
in individual behaviour of the employees.
Activities that are intentional, goal oriented
and results from deliberate attempts by
managers to improve organizational
operations.
Unfreeze
Change
Three Phases of
Planned Change Refreeze
Unfreezing
It refers to making individuals aware that the present
situation is inappropriate, irrelevant, inadequate and
hence unsuitable for the changing demands of the present
situation.
Its actually creating a felt – need for the change.
and making people understand the importance for such a
change.
This action will minimize the expressed resistance to the
change process.
Changing
During the changing phase the actual change is
implemented.
It’s a phase where new learning occurs.
In this phase, individuals learn to behave in new
ways and start adapting the change.
Refreezing
In this stage, the change is stabilized by
rewarding appropriate new behaviours.
Individuals internalise the new belief, feelings
and behaviour learned in the Changing phase.
It is also important that management provide the
required support for the change.
Steps in the Planned Change
Process
Recognize the need
for change
Diagnose and
plan change
Manage the
transition
Measure results
Maintain change
Initiating the Planned Change
Process
Recognize the need for change
Diagnose and plan change
Formulate Goals
Determine stakeholders’ needs
Examine driving and restraining forces
Targets for Organizational Change
Strategy – Develop new visions, missions,
strategic plans
Structure – Add a new department or division,
or consolidate two existing ones
People – Replace a person or change knowledge,
skills, attitudes, or behaviors
Technology – upgrade a data processing system
Management –Encourage participation by those
involved in solution of problems
Reasons for Resistance to Change
Selective Perception Disliking for the
Lack of Information Initiator
Fear of the Unknown Structural Stability
Habit
Consequences of a Job Change
Makes existing skills obsolete
It threatens to displace him
It may reduce his career growth and promotional
prospects
It may destroy his public image
It may increase discipline on the work place
It may lead to higher production of goods.
Overcoming Resistance to
Change
Education and Communication
Participation and Involvement
Facilitation and Support
Negotiation and Agreement
Manipulation and Co-optation
Promote Positive Attitudes Toward Change
Types of Change
Structural – Making changes in authority, co-
ordination mechanisms, job redesign
Cost Cutting
Process
Cultural
7 ( 8 ) Steps to Change
John Kotter, a professor at Harvard Business
School and world-renowned change expert,
introduced his eight-step change process in his
1995 book, "Leading Change."
We look at his eight steps for leading change
below.
( 8 ) Steps to Change
1) Create Urgency
2) Form a Powerful Coalition or influential
teamwork or people who can convince.
3) Create a Vision for Change
4) Communicate the Vision
5) Remove Obstacles
6) Create Short-term Wins
7) Build on the Change – Analyse what went
right, what went wrong, how u can improve
further etc.
8) Anchor the Changes in Corporate Culture