Managing Organizational Change
SHAHID ZARGAR
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Why is it Important to Adapt to Change?
Individuals, teams, or organizations that do not adapt to change in timely ways are unlikely to survive.
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What is Change?
Coping process of moving from a unsatisfactory present state to a desired state
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Reacting to Change
Unplanned Fire fighting
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Planned Change
Results from deliberate attempts by managers to improve organizational operations
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Unfreeze
Change
Three Phases of Planned Change
Refreeze
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Unfreezing
Help people accept that change is needed because the existing situation is not adequate
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Changing
Involves rearranging of current work norms and relationships to meet new needs
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Refreezing
Reinforces the changes made so that the new ways of behaving become stabilized
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Managing the Planned Change Process
Improving the organizations ability to cope with unplanned changes that are thrust upon it Modifying employees attitudes and behaviors to make them more effective contributors to the organizations goals
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Steps in the Planned Change Process
Recognize the need for change Diagnose and plan change Manage the transition Measure results Maintain change
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Initiating the Planned Change Process
Recognize the need for change Diagnose and plan change Formulate Goals Determine stakeholders needs Examine driving and restraining forces
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Managing the Planned Change Process
Consider contingencies to determine the best interventions Manage the transition Measure results Maintain change
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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 18-14
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Reasons for Resistance to Change
Selective Perception Lack of Information Fear of the Unknown Habit Resentment Toward the Initiator Sub-Optimization Structural Stability
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Overcoming Resistance to Change
Education and Communication Participation and Involvement Facilitation and Support Negotiation and Agreement Manipulation and Co-optation Coercion Promote Positive Attitudes Toward Change
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Leading Organizational Change
Establish a Sense of Urgency Form a Powerful Guiding Coalition Develop a Compelling Vision and Strategy Communicate Widely Empower Others to Act on the Vision Generate Short-term Wins Consolidate Gains and Create Greater Change Institutionalize Changes in the Organizational Culture
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