Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
Scribd Logo
Upload

Welcome to Scribd!

  • 125 views

    101 MPOB Management of Organizational Change

    Uploaded by

    Puneet Sapra
    This document discusses the management of organizational change. It defines organizational change and identifies forces for change such as technological changes, social changes, and changes in managerial personnel. It distinguishes between planned and reactive change. Models of the change process are presented, including Lewin's model of unfreezing, changing, and refreezing. Resistance to change is examined at the individual, group, and organizational levels and ways to manage resistance are outlined. Areas of organizational change like structure, technology, and people are identified. Stages of organizational change and growth as well as organization development techniques are also covered.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd

    101 MPOB Management of Organizational Change

    Uploaded by

    Puneet Sapra
    125 views19 pages
    This document discusses the management of organizational change. It defines organizational change and identifies forces for change such as technological changes, social changes, and changes in managerial personnel. It distinguishes between planned and reactive change. Models of the change process are presented, including Lewin's model of unfreezing, changing, and refreezing. Resistance to change is examined at the individual, group, and organizational levels and ways to manage resistance are outlined. Areas of organizational change like structure, technology, and people are identified. Stages of organizational change and growth as well as organization development techniques are also covered.

    Copyright

    © Attribution Non-Commercial (BY-NC)

    Available Formats

    PPT, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    This document discusses the management of organizational change. It defines organizational change and identifies forces for change such as technological changes, social changes, and changes in managerial personnel. It distinguishes between planned and reactive change. Models of the change process are presented, including Lewin's model of unfreezing, changing, and refreezing. Resistance to change is examined at the individual, group, and organizational levels and ways to manage resistance are outlined. Areas of organizational change like structure, technology, and people are identified. Stages of organizational change and growth as well as organization development techniques are also covered.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    125 views19 pages

    101 MPOB Management of Organizational Change

    Uploaded by

    Puneet Sapra
    This document discusses the management of organizational change. It defines organizational change and identifies forces for change such as technological changes, social changes, and changes in managerial personnel. It distinguishes between planned and reactive change. Models of the change process are presented, including Lewin's model of unfreezing, changing, and refreezing. Resistance to change is examined at the individual, group, and organizational levels and ways to manage resistance are outlined. Areas of organizational change like structure, technology, and people are identified. Stages of organizational change and growth as well as organization development techniques are also covered.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 19

    Management of

    Organizational Change

    Puneet Gulati (05)


    Ishita Dhingra (30)
    Tanvi Jindal (26)
    Gaurav Sareen (49)
    Nature of Organizational Change
     Organization Change:
     Change refers to an alteration in a system

     Any substantive modification to some part of the


    organization. Eg- changes in work schedules,
    machinery, people etc

     It implies a new equilibrium between different


    components of an organization
    Forces for change

    Forces for change

    External Factors Internal Factors


    External Factors
    Technological
    Changes

    Social
    Political and
    External Factors Changes
    Legal changes

    Changes in
    Marketing
    Conditions
    Internal Factors

    Internal Factors

    Change in
    Deficiency in
    Managerial Personnel existing Organization
    Planned vs. Reactive Change

    Planned Change Reactive Change


     Change that is designed and  A piecemeal response to
    implemented in an orderly and circumstances as they
    timely fashion in anticipation of develop.
    future events.
     Organization which believe in
     Proactive/conscious managers traditional pattern of working
    interact with their environment often opt for reactive change.
    and identify new threats and They introduce certain
    opportunities. systems and methods when
    they are forced to.
     Usually preferred over reactive
    changes
    Managing Change in Organization
    Process Of Change

    Unfreezing Individuals

    Implementing change

    Refreezing change
    Models of change process:
    1. Lewin Model:
     Behavior is the result of equilibrium between the driving and
    the restraining forces
    2.Comprehensive Approach to change
    Recognizing need for change

    Establishment of goals for changes

    Diagnosis of relevant variables

    Selection of appropriate change tech.

    Planning for change implementation

    Actual Implementation

    Evaluation and follow up


    Understanding resistance to change
    1. Resistance at Individual Level:
     Economic Factors
     Psychological Factors
     Social Factors

    2. Resistance at Group Level:


     Feeling of Loss
     Group dynamics

    3. Resistance at Organization Level:


     Stability of system
     Resource Limitations
     Sunk cost
     Counting Past Successes
    Managing Resistance to change
     Efforts at Individual Level:
     Involvement

     Obtaining commitment

     Leadership

     Training and counseling

     Efforts at Group Level:


     Participation

     Group contact

     Force-Field analysis
    Areas of organizational changes
    1. Organization structure and design:
     Organization change focused on the organization’s
    overall design.
     Eg – Changes in reporting structure

     Effected Area’s:
    • Job Design
    • Departmentalization
    • Authority distribution
    • Culture
    • Human resource management
    2. Technology and operations:
     Rapid change of technological innovation leads to
    increasing rate of technological changes
     Eg: Changes in equipments, machinery

     Effected Area’s:
    • Work Processes
    • Work sequences
    • Information systems
    • Control systems
    • Equipments
    3. Changing People:
     Changes to do with the human resources
     Eg: Changes in skill level of work force

     Effected Area’s:
    • Abilities and skills
    • Performance
    • Perceptions
    • Expectations
    • Attitudes
    • Values
    Stages of Organizational change and
    growth
    Creativity Stage

    Direction Stage

    Delegation Stage

    Coordination Stage

    Collaboration Stage
    Organization Development
     Techniques
     Planning and goal setting
     Team building
     Trainings

     Activities
     OD for the individual
     OD for teams or groups
     OD for Inter-group relations
     OD for total Organization
    Innovation
     Innovation Process:
     Generation of Ideas
     Idea Development
     Implementation of Idea

     Forms of Innovation:
     Radical Innovation
     Incremental Innovation
     Technical Innovation
     Managerial Innovation
     Process innovation
    Case study

    Organizational Trauma
    and Triumph at
    QUESTIONS

    You might also like