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A real organizational case on change management

A real organizational case on change management

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Published by Sandip Timsina
sandip, sandip timsina, Leadership, change management, real organizational case, project, group work, Kurt Lewin, ADKAR, strategies of Change, Normative, leadership roles, Force-field analysis
sandip, sandip timsina, Leadership, change management, real organizational case, project, group work, Kurt Lewin, ADKAR, strategies of Change, Normative, leadership roles, Force-field analysis

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Published by: Sandip Timsina on Apr 21, 2010
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06/18/2013

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Leadership and change management: A real organizational case1 | Group 5
 
Table of Contents
B
ackground ............................................................................................................................................. 2Introduction of Organization ................................................................................................................ 2Service delivery ................................................................................................................................ 2Introduction of Case ............................................................................................................................ 2PA
B
modus operandi ........................................................................................................................ 3Change .................................................................................................................................................... 4Need for change .................................................................................................................................. 4Analysis ............................................................................................................................................... 4Force Field Analysis .............................................................................................................................. 7Theoretical Analysis ............................................................................................................................. 9Type of change................................................................................................................................. 9Analysis via Kurt Lewins model ........................................................................................................ 9Change Management ............................................................................................................................ 12Resistance ......................................................................................................................................... 12Management of Resistance ............................................................................................................ 13Role of leadership .................................................................................................................................. 15Evaluation of Change ............................................................................................................................. 17Conclusion and recommendations ......................................................................................................... 18
 
Leadership and change management: A real organizational case2 | Group 5
 
B
ackground
Introduction of Organization
Employees Provident Fund (EPF) is the only social service organization in the country. It alsoenjoys the reputation of being the richest organization in the country. Though its history datesback to 1934
B
S it was in the year 1959
B
S, Employees' Provident Fund Department wasestablished under the Ministry of Finance and Economic Affairs.In todays context EPF provides following facilities
y
 
Manages the provident fund of individual employees from organizations enrolled in EPF.
y
 
Provides interest on the funds
y
 
Provides loan against the provident fund of individual employees
y
 
Provides social security services (e.g. Accident insurance, funeral grants, additional fund0.33% of available fund in employees account)
y
 
Provides loans to build houses to the contributors/clients.
y
 
Provides education loan for studies inside the country and abroad.
S
ervice delivery
Services are delivered to clients from its Pulchowk branch (house-loan, education loan), andother branches located at Thamel, Dhankuta,
B
iratnagar, Hetauda,
B
utwal, Pokhara, Surkhetand Dhangadi (loan against PF, additional benefit service)
1
. EPF categorizes its contributorsbased on the sector their organization belongs to. It divides contributors into following majorcategories
y
 
Civil
y
 
Police (Genera and Armed)
y
 
Army
y
 
Education
y
 
CorporationAt Thamel there are different sub-department or sections for each group. Each section isheaded by a manager (Level 8)and consists of senior officers, officers, and senior assistants.
Introduction of Case
Employees Provident Fund also provides social security services beside management of provident fund. As social security services it provides funeral grants to the families of employees who dies before retirement, it has also been distributing the accident insurance
1
 
B
iratnagar, Hetauda,
B
utwal and Pokhara also provide House loan and education loan facility
 
Leadership and change management: A real organizational case3 | Group 5
 
fund to police/armed police or their families who had major injuries or minor injuries
2
or wholost their lives during the time of Maoists insurgency, it provides retirement grant to employeeswhich is 0.33% under the scheme called Additional benefit scheme.Till 2065
B
S these services were provided only through Thamel branch of EPF but from 2066
B
Sthese services were also available at branches. At Thamel there was a special section calledPension and Additional benefit section (PA
B
) that provided these services. It was located inthe first floor of EPF building, Thamel and had around 12 staffs. The department was headed bya manager (Level 8), had one senior officer (Level 7), one office (Level 6) and other seniorassistants (Level 5). This section associated its identification with the distribution of additionalbenefit service (A
B
S) rather than with insurance distribution and funeral grant.In the year 2066 Falgun a circular was sent to branches which stated that the additional benefitwill be distributed from corresponding sections and for the time being the PA
B
would only beassociated with distribution of funeral grants and accident insurance
3
. It led to partialdissolution of PA
B
section and it has been reduced to 4 staffs. In the changed context themanagement is trying to dissolve PA
B
section in its entirety.This report deals with how Additional
B
enefit Service of PA
B
was merged with the othersection, how the change process was carried out. The change would be analyzed in thetheoretical context.
PAB
modus operandi
Additional benefit is provided only to retiring employees whose PF deduction has been regularfor at least 3 years. When a contributor comes with retirement letter his payable amount iscalculated in the corresponding section (Civil, Police, Army, Education and Corporation). Thesections also calculate the amount of additional benefit that the individual is entitled to.Transaction is carried out and a voucher and a token is issued to the contributor asking him togo to the PA
B
section where his additional benefit transaction is validated, and another set of voucher and token is given. The contributor goes to the cash section where the payment ismade.
2
The criteria of major and minor injuries are clearly defined by Government
3
Accident Insurance scheme has also stopped now.

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