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CHANGE-MANAGEMENT

Change is an ongoing process influenced by various internal and external factors, requiring effective management at both individual and organizational levels. The need for change management arises to enhance adaptability, efficiency, and profitability within institutions. The change management process consists of three stages: preparing for change, managing change, and reinforcing change to ensure successful implementation and sustainability.

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Juzcelyn Mon
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9 views2 pages

CHANGE-MANAGEMENT

Change is an ongoing process influenced by various internal and external factors, requiring effective management at both individual and organizational levels. The need for change management arises to enhance adaptability, efficiency, and profitability within institutions. The change management process consists of three stages: preparing for change, managing change, and reinforcing change to ensure successful implementation and sustainability.

Uploaded by

Juzcelyn Mon
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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MANAGEMENT OF CHANGE – MEANING, NEED AND PROCESS

The Concept of Change:


Change is a process, not an event. It can be planned or unplanned and can be influenced by forces inside
and outside of the educational institution. Change is the process of altering behavior, purposes,
structure, procedures or products of some unit within an institution.

Causes of Change:
 Environmental factors: government policies and regulations
 Need of the stakeholders
 Demand for better conditions
 Change in the curriculum
 Impact of social media
 Globalization
 Change in the technology, etc.
 Economic, political, social, legal and labour market environment (Please elaborate the points)

Factors Affecting the Change Process:


 Capacity for change
 Forces that positively influence change
 Forces that negatively influence change
 Theories that inform change

Types of Change:
1. Planned change: Conscious, deliberate and long-term efforts to enhance an organization’s
problem-solving capacity.
2. Spontaneous change: Change that is emerged in a short time frame as a result of natural
circumstances and random occurrences.
3. Evolutionary change: The change associated with the idea that institutions evolve through time,
people, conditions and events.

Managing change as a process takes place on two levels:


1. Individual level
2. Organizational level

1. Individual level: Individuals are successful at change when they have Awareness, Desire, Knowledge,
Ability and Reinforcement. This results-oriented description of the individual change process gives
change management practitioners a new focus.
2. Organizational level: When it comes to managing change at the organizational level, viewing change
as a process helps determine the sequencing and content of the change management effort.

Need of Change Management:


 May help the organization to adapt to changes at a faster rate and thus help the organization to
survive in the ever-changing environment
 Easy integration in the case of merger or amalgamation with lesser time, efforts and costs
 May lead to increased efficiency, increased productivity
 May lead to lower cost of operations i.e. cost reduction
 May lead to improvement in quality
 May help in gaining technological leadership
 May lead to more profitability

PROCESS OF CHANGE MANAGEMENT:

The change management process is the sequence of steps or activities that a change management team
or leader follows to apply change management to a change in order to drive individual transitions and
ensure the organisation meets its intended outcomes.

1. Preparing for change (Unfreeze):


This first stage of change involves preparing the organization to accept that change is necessary, which
involves breaking down the existing status quo before building up a new way of operating. The first step
in managing change is awareness is created around the employees’ concerns or need for change and the
risk of not changing.

2. Managing Change (Change):


This is the phase where the changes that have been planned are actually initiated and carried out.
Changes could relate to the mission, strategy, objectives, people, task work role, technology, structure,
culture or any other aspect of institution. Well thought out changes are consciously implemented with
the participation of members who will be affected by change. Members start to believe and act in ways
that support the new direction.

3. Reinforcing Change (Refreeze):


At this phase it is ensured that the changes that have been introduced are working satisfactorily, that
any modification, extra considerations, or support needed for making the change operational are
attended to, and that there is reasonable guarantee that the changes will indeed fill the gap and bring
the system to the new, desired state of equilibrium. The results are monitored and evaluated and
whenever necessary, corrective measures are taken to reach the new goal.

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