UNDERSTANDING THE CHANGE

MANAGEMENT IN CONTEXT OF
LIBRARIES
By

Dr.Dalbir Singh
Former Associate Professor & Head,
Deptt. of Library & Information Science
University of Rajasthan, Jaipur(Rajasthan)
Cell no :946078826
1. Introduction
What type of change are you trying to
implement?
According to Websters Ninth New Collegiate
Dictionary:
Change is :
to different in some particular
to make radically different.
to give a different position, course or
direction to.
to replace with one another.
to make a shift from one to another.
 to exchange for an equivalent or
comparable item.
to undergo a modification of.
to undergo transformation , transition or
substitution.
to alter, vary and modify.
 Manage:
to handle or direct with a degree of skill or
address.
to treat with care.
to exercise executive, administrative and
supervisory direction of.

In a nutshell, change management is an organized

Systematic application of knowledge, tools, and
resources of change that provides organization
with a key process to achieve their business
strategy.
 2. Principles of Change
Change is a process that can be enabled,
not managed.
The belief that you can change is the key
to change
It is not the duration of the treatment that
allows people to change but rather its
ability to inspire continued efforts in
that direction
Repeated efforts are critical to changing
Behavioural change is a function of
perceived need and occurs at the
emotional, not the intellectual level.
Resistance to change is predictable
reaction to an emotional process and
depends on a persons perception of a
change situation.
People do not usually succeed all at once.
But they can show significant
improvements; and all improvement
should be accepted and rewarded
3. Features of Change management
There are four key features of change
management:
Change is the result of dissatisfaction with
present strategies.
It is essential to develop a vision for a better
alternative.
Management have to develop strategies to
implement change.
There will be resistance to change.
4. Barriers To Change
4.1 Perceptual Barriers To Change
Resistance to Change
Limitations of Existing Systems
Lack of Executive Commitment
Lack of Executive Champion
Unrealistic Expectations
Lack of Cross-Functional Team
Inadequate Team and User Skills
Technology Users Not Involved
Project Charter Too Narrow
4.2 Individual Resistance
Habit
Selective Information Processing
Economic Factors
Job Security
Fear of the Unknown
4.3 Organizational Resistance
Threat to Established Power Relationship
Group Inertia
Threat to Established Resource Allocations
Structural Inertia
Limited Focus of Change
4.4 Technology Changes
Libraries now integrate multiple technologies in
all areas.
Technology continues to change at rapid pace,
with no sign of slowing down.
One of the primary diverse sign of slowing of change
in the ways that library staff is trying to
work, seek information, communicate and
entertain themselves with the cope of
information technologies.
How can library administrator effectively manage
rapid technological change.
 Best practices can be inferred from studying
current trends appearing in the literature.These
may be as follows:
- Libraries must be flexible to allow change to
happen quickly.
- All library staff should be involved in
selecting technology.
- Staff need more training more often.
- Staff stress must be addressed.
5. Overcoming Resistance to Change
Education and Communication
Participation and Involvement
Facilitation and Support
Negotiation
Manipulation and Cooptation
Coercion
6. Five Activities for Effective Change
Management
6.1 Motivating Change
6.2 Creating Vision of Change
6.3 Developing Political Support
6.4 Managing the Transition
6.5 Sustaining Momentum
6.1 Motivating Change and Creating Readiness
for Change
Sensitize organizations to pressure for change
Reveal discrepancies between current and desired
states
Convey credible positive expectations for the
change
6.2 Creating Vision of Change: Constructing the
Envisioned Future
Bold and Valued Outcomes
Desired Future State
6.3 Developing Political Support
Assessing Change Agent Power
Identifying Key Stakeholders
Influencing Stakeholders
6.4 Managing the Transition: Current State
to Future State Transition State
Activity Planning
Change Management Team
6.5 Sustaining Momentum
Providing Resource for Change
Building a Support System for Change
Agents
Developing New Competencies and Skills
Reinforcing New Behaviours
Staying the Course
7. Roles in Organizational Change
The process of organizational change can
include a variety of key roles. The roles
can be various individuals or groups at
various times during the change process.
Sometimes, individuals or groups can fill
more than one role.
Change Sponsor: These are individuals or
groups with the power to determine that a
change will occur
 Change Agents: These are individuals or groups
responsible for seeing that a previously
determined change occurs
Change Target: These are individuals or groups
who are asked to change something
(knowledge, skills, or behaviour) as a result
of the change
Leadership, supervision and delegation
8. Critical Skills of Change Agents
Understands change dynamics
Appreciates diversity
Anticipates and manages resistance
Understands power and influence
Has high credibility
Manages multiple tasks
9. MISTAKES IN MANAGING CHANGE
Not understanding the importance of people.
Not appreciating that people throughout the
organization have different reactions to
change.
Treating transformation as an event, rather
than a mental, physical and emotional
process.
Being less than candid.
Not appropriately Setting the stage for
change.
 Trying to manage transformation with the
same used for incremental change.
Forgetting to negotiate the new compact
between employers and employees.
Believing that change - communication
was what employees heard or read from
corporate headquarters.
Understanding human potential and when
we underestimated potential, we wasted it.
 10. CONCLUSION
Librarian must be prepared for performance
decision when change occur.
Librarian need to perform research studies to
determine how to best deal with or manage
the continuously changing environment.
Librarian also need to report their failures in
adapting to technological change so we may
learn what not do.
High enthusiasm must be developed and
motivated