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    Managing Organizational Change and Development

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    Hashmi Sutariya
    The document discusses change management in three main sections: 1. It defines change management as the process of developing a planned approach to organizational change. This includes tools and techniques for managing changes to processes and technology implementation. 2. It outlines some advantages of change management, such as increased efficiency, productivity, quality and profitability. It can also help reduce complexity in an organization. 3. It discusses how to lead organizational change, including establishing a sense of urgency, developing a shared vision, communicating the vision, helping employees change, generating short-term wins, and anchoring changes in the organizational culture. Overcoming resistance to change also involves political, marketing and military campaigns.

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    Managing Organizational Change and Development

    Uploaded by

    Hashmi Sutariya
    57 views11 pages
    The document discusses change management in three main sections: 1. It defines change management as the process of developing a planned approach to organizational change. This includes tools and techniques for managing changes to processes and technology implementation. 2. It outlines some advantages of change management, such as increased efficiency, productivity, quality and profitability. It can also help reduce complexity in an organization. 3. It discusses how to lead organizational change, including establishing a sense of urgency, developing a shared vision, communicating the vision, helping employees change, generating short-term wins, and anchoring changes in the organizational culture. Overcoming resistance to change also involves political, marketing and military campaigns.

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    Managing organizational Change and development

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    The document discusses change management in three main sections: 1. It defines change management as the process of developing a planned approach to organizational change. This includes tools and techniques for managing changes to processes and technology implementation. 2. It outlines some advantages of change management, such as increased efficiency, productivity, quality and profitability. It can also help reduce complexity in an organization. 3. It discusses how to lead organizational change, including establishing a sense of urgency, developing a shared vision, communicating the vision, helping employees change, generating short-term wins, and anchoring changes in the organizational culture. Overcoming resistance to change also involves political, marketing and military campaigns.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    57 views11 pages

    Managing Organizational Change and Development

    Uploaded by

    Hashmi Sutariya
    The document discusses change management in three main sections: 1. It defines change management as the process of developing a planned approach to organizational change. This includes tools and techniques for managing changes to processes and technology implementation. 2. It outlines some advantages of change management, such as increased efficiency, productivity, quality and profitability. It can also help reduce complexity in an organization. 3. It discusses how to lead organizational change, including establishing a sense of urgency, developing a shared vision, communicating the vision, helping employees change, generating short-term wins, and anchoring changes in the organizational culture. Overcoming resistance to change also involves political, marketing and military campaigns.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 11

    CHANGE MANAGEMENT

    Submitted to:(Prof. Priti Marwah)

    Subject name: human resource management


    Submitted by: Hashmi Sutariya
    Division –A
    Roll no:33
    Institute name: S.K.Patel Institute of Management
    Introduction to change management

    • Change management is the process , tools and


    techniques to manage the change in processes and
    technological implementation.
    • To achieve the required outcomes, and to realize
    the change effectively within functional domains
    and enterprise wide systems.
    • Only if organizations and individuals within
    organization learn ,they will able to master a
    positive change.
    Definition of change management
     change management is the process of developing a
    planned approach to change in organization.
     It’s most common uses are in IT management ,
    strategic management , and process management.

    “Nothing is permanent
    Except the change?”
    Advantages of change management

     It may lead to increase efficiency &productivity.


     It lead to improvement in quality.
     It may lead to more profitability.
     And through changes reduce the complexity in
    organization. If the employees work and
    responsibility was not properly allocated then, it’s
    change to make simple structure so, it’s should
    need to change.
    Managing organizational Change and development

    • What to change?
    • Strategy: mission &vision
    • Culture: new corporate values
    • Structure: departmental structure ,co-ordination, span
    of control , reporting relationships, tasks, decision-
    making procedures
    • Technologies: new systems and methods
    • Employees: changes in employee attitudes and skills
    Overcoming resistance to change
     What causes resistance?
    • All behavior in organizations is a product of two
    kinds of forces –those striving to maintain the
    status quo and those pushing for change.
     Lewis's change process
    • Unfreezing: reducing the forces striving to
    maintain the status quo.
    • Moving: developing new behaviors ,values ,and
    attitudes , sometimes through structural changes.
    • Refreezing: reinforcing the changes.
     Overcoming resistance to change:
    • Change initiatives
    • Political campaign: creating a coalition strong enough to
    support and guide the initiative.
    • Marketing campaign: tapping into employees’ thoughts
    and feelings and also effectively communicating message
    about the prospective program’s theme and benefits.
    • Military campaign: deploying executive's scare resources
    of attention and time to actually carry out the change.
    How to lead change
    1. Establish a sense of urgency.
    2. Mobilize commitment though joint diagnosis of problems.
    3. Create a guiding coalition.
    4. Develop a shared vision.
    5. Communicate the vision.
    6. Help employees to make change.
    7. Generate short-term wins.
    8. Consolidate gains and produce more change.
    9. Anchor the new ways of doing things in the company’s culture.
    10. Monitor progress and adjust the vision as required.
     Using organizational development
    • Organizational development
    • A special approach to organizational change in which
    employees themselves formulate and implement the
    change that’s required.
     Usually involves action research
     Applies behavioral science knowledge.
     Changes the attitudes , values, and beliefs of
    employees.
     Changes the organization in a particular direction.
    Examples of OD interventions
    Human process Human resource management
     T-groups  Goal setting
     Reward system
     Team building
     Career planning and
     Intergroup relations
    development
     Process consultation
     Managing workforce

    Techno structural diversity.


     formal structural change strategic
     Total quality management
     Integrated strategic
    management
     Work design
     Culture change
     Quality circles
     Self-designing organizations
    Thank You

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