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Chp4 HBO-Management of change

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22 views

Chp4 HBO-Management of change

Uploaded by

Peñaranda, Janna Camille T.
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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MANAGEMENT OF CHANGE

What is management of
change?
Management of change (MOC) is a systematic approach to
organizational changes with the aim of ensuring the continued
safety of the workforce throughout the process. These systematic
processes ensure that the change is dealt with in a proactive
fashion.
•Internal actions, such as a
corporate shakeup or downsizing,
the replacement of retiring top
executives, or a merger with or
acquisition from another
company, can result in major
organizational changes. External
influences, such as new
government rules or updated
industry standards, might also
cause them.
Continuation
•Organizational changes, regardless of their motivations, can be
extremely disruptive to a company's usual operations. Because these
activities entail processes, procedures, and policies geared at
preventing injury, dealing with change carelessly or without
consideration might put workers in danger.

Change management entails putting in place a temporary safety program and


ensuring that no personnel is put at risk while the changes are being implemented.
Management of change types

25

20

15

10

0
NOTE!

It is critical to understand that management of change types is highly dependent


on industry and company culture and it is something that we aren't able to box.

Basic examples on the next slide.


Preparing for change:

The readiness assessments helps guide the


formulation of a strategy.

Managing change:

Some changes management plans integrate into


the project plan.

Reinforcing change:

The compliance audits and mechanisms deploy to


cement the change.
Here are 10 reasons for deploying change
management in your organization
Management in your organization:
1) Handling the changes occurring frequently:
There are frequent changes that take place in an organization today, and becoming better at
implementing change is necessary.

2) Aligning organizational practice with organizational values:


This case is particularly important for organizations that adopt the significance and value of their
people.

3) Driving more successful change:


Experience and data show that effective change management drives greater advantage realization
and achievement of outcomes and results.

4) Addressing the costs of poorly managed change:


A number of organizations have examples, or even a legacy, of changes that were poorly managed,
did not deliver results and create confusion and stress in the organization. Under-delivering on change
is unbearable to go forward.

5) Preparing the organization for the future:


The horizon for a number of organizations and even industries consists of crucial changes, which are
essential to remaining competitive and successful.
6) Creating consistency and efficiencies in approach:
Change management practices throughout an organization can be more effective when there is a
common approach in place.

7) The building needed internal capabilities:


Change management is considered a necessary organizational and individual competency for
employees.

8) Help to select critical projects and train the project team:


The selection of key projects is critical to the organization’s success change. Change management
practice helps train the project team to avoid any kind of consequences or unsatisfactory results.
Building change management capabilities give greater success on critical projects and initiatives.

9) Forming a Change Management Office:


Creating a formal structure in the organization, which supervises change management is another step
toward building the competency to manage change.

10) Adopting a common change management methodology:


Learning learned and continuous development of change management can now take place within a
controlled organizational methodology. Selecting a standard method also sends a message to the
organization regarding the significance of change management and the organization’s commitment
to enhancing how it manages the people side of change.
Kurt Lewin’s Change Management Model: The Planned
Approach to Organizational Change
Stage 1 - Unfreezing: This is the first stage of transition and one of the most
critical stages in the entire process of change management. It involves
improving the readiness as well as the willingness of people to change by
fostering a realization for moving from the existing comfort zone to a
transformed situation. It involves making people aware of the need for change
and improving their motivation for accepting the new ways of working for better
results. During this stage, effective communication plays a vital role in getting
the desired support and involvement of the people in the change process.
Stage 2 - Change: This stage can also be regarded as the stage of Transition or
the stage of actual implementation of change. It involves the acceptance of the
new ways of doing things. This is the stage in which the people are unfrozen, and
the actual change is implemented. During this stage, careful planning, effective
communication and encouraging the involvement of individuals for endorsing
the change is necessary. It is believed that this stage of transition is not that
easy due to the uncertainties or people are fearful of the consequences of
adopting a change process.
Stage 3 - Freeze (Refreezing): During this stage, the people move from the stage
of transition (change) to a much more stable state which we can regard as the
state of equilibrium. The stage of Refreezing is the ultimate stage in which people
accept or internalize the new ways of working or change, accept it as a part of
their life and establish new relationships. For strengthening and reinforcing the
new behaviour or changes in the way of working, the employees should be
rewarded, recognized and provided positive reinforcements, supporting policies
or structures can help in reinforcing the transformed ways of working.

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