Why is process change important ?

Having a plan and process for making change ís efficient.It helps organisation stronger and
save money in the long run. Every company will undergo change, but a good plan will
handle it. It also listens to everyone and involves everyone in the evolution of the business.

1. Recognize or Identify the Need for Change

Smart businesses are always self-evaluating, looking for areas that should change. If you
believe you can operate indefinitely without change, you’re eventually going to pay a price
for it. Oftentimes, change opens the door to opportunity.

Example: winnver version 2 of Honda .Honda listened to consumers that the light in the
back of the bike usually gets stuck or inconvenient and.In addition, the exhaust of the bike
that make people hate winner v2 .So They redesign the light and the exhaust to please
consumers in winner v3.

2. Establishment of the goals for the change.

+ To increase the market share

+ To enter new markets
+ To restore employee morale
+ To settle a strike
+ To identify investment opportunities

Example: setting a plan that motivates spirit’s working to employees.

3.Diagnosis of relevant variables.
Managers need to diagnose what brought on the need for change.Manager also have to
understand its causes to make the right changes

Example: low pay, poor working conditions, poor supervisors or employee dissatisfaction.

4. What symptoms should a manager look for in determining

whether an organisation needs to change?

- Organization's mission statement and goals:

+ Determine if what organization is currently doing matches what leader
say organization exist to do
+ If not, decide if the organization will cut the extraneous items or expand
their mission.
+ Think about what company does well and what may be distracting
employees from doing their best in your area of expertise.
 - Organization's current policies, procedures, work processes and equipment:
+ Find out how long those particular items have been in place.
+ If they have been used for longer than approximately five years → consider
making changes to reflect current technology, trends and cultural/societal
changes.
- Interactions between members of the organization:
+ Talk with your team members or employees. Ask them for input, ideas
and suggestions.
+ Be willing to listen to complaints or problems they are facing in their
daily responsibilities.
+ Ask if their workspace and supplies are sufficient for accomplishing the
tasks that are expected of them.
+ Make sure they understand how their role fits into the overall goal and
mission of the organization.
VY:
- Competitors are doing better
Every company should strive to be a market leader, and if there are rivals who
outperform it, it means they are not doing their best. While smaller firms in larger player-
dominated markets can thrive for long periods of time, this can seldom remain
permanent. Any company that wants to ensure its long-term survival must constantly
strive to improve its market position. If your market share isn't growing reliably, it will
certainly decline at some point, so taking decisive action as early as possible is the only
way to go.
- New Opportunities
new markets and niches are constantly opening up and new opportunities appear for the
taking. Once new and potentially beneficial opportunities have been discovered and
identified, finding ways to exploit them should be a top priority. In these cases, calling for
internal changes so that they can be used is the only logical thing to do. In addition,
companies should constantly look for new opportunities to take advantage of new
markets to enter. When conditions are right for this, change should be welcomed.
Oftentimes, these opportunities arise in difficult times, so a company ready to strike
during downtime is in the best position to succeed.
4.Selection of appropriate change technique

This step requires a decision on the best way to bring about change.
Managers can become more sensitive to change pressures by
leveraging networks of people and organizations with diverse
perspectives and views, visiting other organizations exposed to new
ideas, and implementing external performance standards such as
competitor progress.

Ex: come up with new ideas and execute them

5.Planning for irnplemention of the change

This step entails putting together the plan, or the "what" information. This
phase also determines when, where, and how the plan will be
implemented. The strategy resembles a road map. It identifies specific
events and activities that must be timed and integrated for the change to
take place. It also delegated accountability for each goal and objective.

Ex: Write down your to-dos as a map to steer the plan in the right
direction

6.Actual implemention

The plan is implemented after all questions have been answered. Once
a change has begun, the initial excitement may fade in the face of day-
to-day problems. Managers can keep the momentum of change going by
providing resources, developing new competencies and skills,
reinforcing new behaviors, and establishing a support system for those
driving the change.

7.Evaluation and follow-up

This is the last step in the planned change process. Change is a

continuous function and till last the functioning of the organization. The
implementation of change needs to be evaluated after some time which
helps to know the actual performance achieved. The manager can take
corrective action in proper time only after evaluating the actual
performance. And, if the actual performance in accordance with the plan,
the selected technique has to be followed up.

Example: Evaluate plan that increase employees' salaries and improve

employee policies accordingly. It meet the goals of managers is a
significant increase in work quality and product.They still have to
continue observing the plan to support the staff