Change Managementin Power Distribution
It is a common saying that change is the only constant in life. Reflect on yourown experiences. How have things changed around you
both in your sociallife and your workplace? You will realise that the pace of changes hasincreased manifold in the past few decades.We are experiencing rapid changes in practically all spheres of our lives – food, drinks, clothing, relationships, ambitions, living standard, work, tools,techniques, etc. In this unit, we focus on change at the workplace. Your ownworkplace may have undergone many changes, particularly in the wake ofpower distribution reforms. Our aim is to sensitise you to the ways of
change in your workplace
.Therefore, we begin this unit by explaining what change is, what factors drivechange and the different types of changes taking place in businesses. We alsodescribe some relevant models of change. Finally, we discuss variousstrategies for bringing about change in a planned manner.In the next unit, we explain how to manage the people’s responses to changein an organisation, in particular, their resistance to change.The dictionary meaning of
change as a noun
is making or becoming different,difference from previous state, substitution of one for another variation, etc.
Change as a verb
means to undergo change, to make or become different.Change essentially implies dissatisfaction with the old and urge for the new. Itmay be perceived in two ways:
Change as continuous and intrinsic to an organisation:
There arechanges in an organisation that are minute in nature but take placecontinuously. An organisation may be perceived as being in a state of flux(like the universe) and the elements of its systems and sub-systemsalways undergo subtle changes (incremental changes).
Change as extrinsic and discontinuous:
Organisations are perceivedas normally stable and change is perceived as
forcingorganisations to modify
restructure or reconfigure
. Certain changesoccurring inside the organisation are very minute and their impact is hardlyfelt. But a few changes are cataclysmic in nature, giving the organisationbarely any time to cope with them. These are almost like naturalcalamities such as earthquake, cyclone, etc. in their impact. Someorganisations may handle changes in a creative manner or make drasticchanges in their strategy and direction to emerge out of this turbulencewhereas others may get lost in it.We have tried to summarise the understanding of change in Box 5.1.
5.1 INTRODUCTION5.2 UNDERSTANDING CHANGE