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Change - An Introduction: NEED............ Change Becomes Inevitable With

The document discusses change and its importance for organizations. It makes three key points: 1. Change is inevitable due to factors like technology, environment, innovations and discoveries. Understanding and effectively managing change is essential for organizational survival and success in a competitive global environment. 2. Change can be internal, brought about by factors within the organization, or external due to forces outside its control like government regulations, global competition and economic conditions. Both planned and unplanned changes must be addressed. 3. Different types of change include incremental, operational, strategic, directional, and transformational changes. The ability to anticipate and respond to changes is important for organizations to adapt and thrive.

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62 views14 pages

Change - An Introduction: NEED............ Change Becomes Inevitable With

The document discusses change and its importance for organizations. It makes three key points: 1. Change is inevitable due to factors like technology, environment, innovations and discoveries. Understanding and effectively managing change is essential for organizational survival and success in a competitive global environment. 2. Change can be internal, brought about by factors within the organization, or external due to forces outside its control like government regulations, global competition and economic conditions. Both planned and unplanned changes must be addressed. 3. Different types of change include incremental, operational, strategic, directional, and transformational changes. The ability to anticipate and respond to changes is important for organizations to adapt and thrive.

Uploaded by

bablyraj
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Change – An Introduction

NEED............Change becomes inevitable with


Change of knowledge, change of technology, change of
environment, innovations, discoveries & inventions etc.

Change is the process of ......


1...moving from the present state to a desired future state (in
response to internal and external factors)
2...moving from the present to the future, from a known state to a
relatively unknown state
“Everything changes, nothing remains without
change”..Gautam Buddha
Understanding Change...
Change is inevitable. It is going to happen whether we like it or not
We evaluate change constantly and accept it only if it makes sense
All progress is change, but all change is not progress (negative change,
eg: loss, demotion)
Human nature generally resists change. Change is “uncomfortable”
(eg: zone of comfort)
Regardless of its positive or negative effect, change can be stressful
Understanding change....is the essence of Change Management
Importance of change
Managers and organisations are judged by their ability to
effectively and efficiently manage change
Survival & Prosper (competitive global environment)....in the
long run
No blue prints......to handle/manage change
Designing, evaluating and implementing successful change
strategies (on a continuing basis)
“Tomorrow belongs to the people who prepare for it
today” .....African Proverb
Why Change.....Some factors
Change & Survive / Perform or Perish
Global competitive market / Global Economy/Global Recession
Economic liberalisation
Technology upgradation/Technological advancements/innovations
Information Technology & Communication
Environment/climate change/global warming
Workplace Revolution: Ever-changing workplace – eg: Labour-
Management Relations/office automation/flexi-timing/more women in
work force etc.
Mergers & Acquisitions
Knowledge Society – eg: induction of technocrats & young professionals
Changing lifestyle...... and consequent market demand
Forces of Change - External
Political Forces
Economic Forces
Technological Forces
Govt. Forces (Govt. Regulations/Govt. Policies)
Increased Global Competition
Changing customer needs & preferences
Forces of Change - Internal
System Dynamics – technology driven
Group Dynamics ( internal politics, dominant groups,
formal/informal relationships etc.)
Inadequacy of Admin. Processes (Revisit Rules, Regulations,
Policies, Procedures etc.)
Individual/Group Speculations ??
Structurural change (eg: decentralisation,
downsizing/rightsizing)
Technological Changes
Person/employee focused change
Profitability Issues
Resource Constraints
Change.........
Change

Internal External

Planned Unplanned Planned Unplanned


Internal Changes - Planned
1...Changes in product & services
2...Changes in administration systems
(eg: to improve internal efficiency, to change
company's internal/external image)
3...Changes in “reporting relationship”
4...Changes in organisational size & structure
(org. restructuring, downsizing, rightsizing)
5...Outsourcing (non-core sectors of business)
6...Any other proactive/progressive steps or actions
Internal Changes - Unplanned
1...Changing employee demographics
2...Performance gaps
(gap between real & expected levels of
performance)
External Changes-planned
1...Introduction of new technologies (enablers of
productivity improvement)
2...Advances in information processing &
Communication
External Changes - Unplanned
This is the biggest challenge faced by org.
...forces from outside on which they have no
control
1...Govt. Regulations/ Policies
2...Global Competition/Global Market/Global
Economy
................................................................................
.............
Solution: Organization's ability to respond to
change and change-preparedness (to mobilise
change) is the key to success
Types of Change...
1...Happened Change
2...Reactive Change
3...Anticipatory Change
4...Planned Change
5...Incremental Change (changes at micro
level/unit & sub-unit level)
6...Operational Change
7...Strategic Change
Types of Change...
8...Directional Change (regulatory shifts in Govt
policy & control-eg. export & import policy)
9...Fundamental Change (redefinition of the
current “vision” / “mission”
10...Total Change (eg: to come out of debt/red)
11...Transformational Change (eg: shift from
product-driven to customer-driven or total
decentralisation)
12...Revolutionary Change (Envision-Energise-
Enable)
13...Re-creational Change
What they say.....about HR
Where the vision is for one year,
.....cultivate flowers
Where the vision is for ten years,
.....cultivate trees
Where the vision is for eternity,
.....cultivate people
(Proverb)

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