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    Raju Panta
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    Change is predictable, essential, and desirable. The problem is not change itself but the pace of change. There are internal and external forces that drive the need for change. The change process involves sensing the need for change, initiating the change, and implementing the change. Creativity and idea champions are important for initiating change. However, employees often resist change due to self-interest, lack of understanding, uncertainty, and different goals. Overcoming resistance involves analyzing the driving and restraining forces through techniques like force field analysis. Implementation tactics to overcome resistance include communication, participation, negotiation, coercion, and top management support.

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    Lesson 08_09 class

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    Change is predictable, essential, and desirable. The problem is not change itself but the pace of change. There are internal and external forces that drive the need for change. The change process involves sensing the need for change, initiating the change, and implementing the change. Creativity and idea champions are important for initiating change. However, employees often resist change due to self-interest, lack of understanding, uncertainty, and different goals. Overcoming resistance involves analyzing the driving and restraining forces through techniques like force field analysis. Implementation tactics to overcome resistance include communication, participation, negotiation, coercion, and top management support.

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    11 views9 pages

    Lesson 08 - 09 Class

    Uploaded by

    Raju Panta
    Change is predictable, essential, and desirable. The problem is not change itself but the pace of change. There are internal and external forces that drive the need for change. The change process involves sensing the need for change, initiating the change, and implementing the change. Creativity and idea champions are important for initiating change. However, employees often resist change due to self-interest, lack of understanding, uncertainty, and different goals. Overcoming resistance involves analyzing the driving and restraining forces through techniques like force field analysis. Implementation tactics to overcome resistance include communication, participation, negotiation, coercion, and top management support.

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    Download as PPT, PDF, TXT or read online from Scribd
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    of 9

    Characteristics of Change

    Change is;
    predictable
    ESSENTIAL
    DESIRABLE
    Change is not the
    problem – rather the
    “pace of change.”
    Model for Change
    Sequence of Events

    Environmental
    Forces

    Need for Initiate Implement


    Internal Forces
    Change Change Change

    Visionary Forces “Managers sense a need for


    change when there is a
    performance gap.” a n ge
    c h f
    i t y o
    a pi d
    : R
    L E M
    RO B
    P
    Initiating Change
    Creativity is defined as the generation of novel ideas to meet
    perceived problems.
     
    Creative individuals are often Creative organizational conditions
    known for: include:
    Originality Open channels of communication
    Curiosity Assignment of nonspecialists to
    Open-mindedness problems
    Focused approach to problem Decentralization
    solving Freedom to choose problems
    Persistence Resources allocated to creative
    Relaxed and playful attitude personnel without immediate payoff.
    Receptiveness to new ideas.
    Idea Champions and
    New-Venture Teams
    Idea champion. A person who sees the need for,
    and champions, productive change within the
    organization.
    New ideas must be carried forward for acceptance and
    implementation.
    Four roles in organizational change:
    Inventor
    Champion
    Sponsor
    Critic
    New Venture team
    Resistance to Change
    Employees resist change out of:
    Self-interest—believe will lose something of value
    Lack of understanding and trust—do not
    understand intended purpose or distrust
    management
    Uncertainty—lack information; fear of unknown
    Different assessments and goals—employees may
    assess proposed change differently

    How do you address


    these reasons?
    Strategies for Overcoming
    Resistance
    Two approaches:
    Analysis of resistance through the force
    field technique
    Use of selective implementation tactics to
    overcome resistance
    Strategies for Overcoming
    Resistance
    Force Field Analysis:
    Change is a result of competition between
    driving and restraining forces
    Some forces drive it, while others resist
    Selectively removing the restraining forces
    enables driving force to implement the
    innovation
    Strategies for Overcoming
    Resistance
    Implementation tactics:
    Communication and education
    Used when solid information is needed by those resisting
    change, i.e., new technology or idea
    Participation
    Involves potential resisters in designing change
    Time consuming but pays off in user commitment
    Helps managers determine potential problems and
    differences in perceptions among employees
    Strategies for Overcoming
    Resistance
    Implementation tactics:
    Negotiation
    Formal bargaining to win acceptance and approval of
    change
    Coercion
    Formal power is applied to force employees to change.
    Resisters told to accept or lose job
    Top management support
    Visible support symbolizes importance of the change
    Without this support change will probably not happen

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