MANAGEMENT OF

CHANGE
P R E PA R E D B Y : A R L E N E D . PA J A R O N
INTRODUCTION
To change is to move from present to the future,
from known information to relatively unknown
information.
Therefore, change can be defined as “to make or
become different, give or begin to have a
different form.’’
 STRATEGY

PROCESS CHANGE TECHNOLOGY

PEOPLE
FACTORS AFFECTING CHANGE
- Advocates of Change
- Degree of Change
- Time Frame
- Impact on culture
- Evaluation of Change
FLOW OF CHANGE
Change Readiness Assessment

Change Agents and Sponsors

Communication and Feedback

Transition to New Workplace Skills

Resistance Management
ORGANISATIONAL CHANGE
-Involves planned and unplanned.
-Transformation in an organization.
- It is the movement from current stage to
some future and preferred stage.
- It is a continuous process.
 IMPORTANCE OF
ORGANIZATIONAL CHANGE
-Mission changes
-Strategic changes
-Operational changes (including
Structural changes)
 IMPORTANCE OF
ORGANIZATIONAL CHANGE
-Technological Changes
- Changing the attitudes and
behaviors of personnel.
IMPLEMENTING CHANGE
Two main approach to change in
organization:
1. Top down change- can quickly design
and implement program, which allow to
start solving problems almost immediately.
IMPLEMENTING CHANGE
2. Bottom- Up Change- Involves all
the people concern. Get their inputs,
find out what they believe the
program needs and use that to help
design the final output.
RESISTANCE TO CHANGE
Resistance occur when the change is not
interpreted well or understood. It is
expected and represents different interests
within the organization. The manager’s
role is to clarify the meaning of change.
RESISTANCE TO CHANGE
Resistance is a very real and
common issue that faced by change
managers during process of change.
WHY CHANGE IS RESISTANCE?
-Dislike of change.
-Discomfort with uncertainty.
-Perceived negative effects of interest.
-Attachment to the organizational
culture/identity.
WHY CHANGE IS RESISTANCE?
-Lack of conviction that change is needed.
-Lack of clarity as to what is needed.
-Belief that specific change being
proposed is inappropriate.
- Belief that the timing is wrong.
WHY CHANGE IS RESISTANCE?
-Excessive change.
-Cumulative effects of other changes.
-Reaction to the experience of previous
changes.
-Disagreement with the way the change
is being managed.
DEALING WITH
RESISTANCE TO
CHANGE
Education and Communication
Advantage: Creates willingness to
help with the changes.
Disadvantage: Can be time
consuming.
Participation and Involvement
Advantage: Adds information to
change.
Disadvantage: Can be very time
consuming.
Participation and Involvement
Advantage: Adds information to
change.
Disadvantage: Can be very time
consuming.
 Support
Advantage: Directly satisfies specific
resource or adjustment needs.
Disadvantage: Can be time consuming
and can be expensive.
 Negotiation
Advantage: Avoids major resistance.

Disadvantage: Can be expensive and

can cause others to seek similar deals.
 Manipulation
Advantage: Quick and inexpensive.

Disadvantage: Can create future

problems if people sense manipulation.
 ‘’Whosoever desires constant
success must change his conduct
with the times.’’
-Niccolo Machiavelli