CHANGE

MANAGEMENT
Sreepriya T.P
INTRODUCTION
 Change management is a structured approach to
transitioning individuals, teams, and organizations from a
current state to a desired future state.
 It is an organizational process aimed at empowering
employees to accept and embrace changes in their current
business environment
EXAMPLES OF ORGANIZATIONAL CHANGE

 Strategic changes
 Technological changes
 Structural changes
 Changing the attitudes and behaviors of personnel
TARGETS OF ORGANISATIONAL
CHANGE
 People
 Purpose
 Strategy
 Structure
 Objectives
 Technology
 Tasks
 Culture
GOALS OF OC
 Higher Performance
 Acceptance of new techniques
 Increased Motivation
 Greater Innovation
 Enhanced Cooperation
 Decreased turnover
OBJECTIVES OF OC
 Changes in an organization’s level of adaptation to its
environment
 Changes in the internal behavioural patterns of
employees
FACTORS AFFECTING
CHANGE
EXTERNAL SOURCES
 Technology
 Marketing conditions
 Social changes
 Political and Legal changes
INTERNAL SOURCES
 Changes in the managerial personnel
 Deficiency in existing organisation
 Nature of the workforce
 To avoid developing inertia
CHANGE MODELS
LEWIN’S CHANGE MODEL
 Unfreezing:- altering the present stable equilibrium which
supports existing behaviours and attitudes.
 Changing:- developing new responses based on new
information.
 Refreezing:- stabilizing the change by introducing the
new responses into the personalities of those concerned.
FIELD FORCE ANALYSIS
 Analyzing the restraining or driving forces that will affect
the transition to the future state
 Assessing which of the driving or restraining forces are
critical.
 Taking steps both to the increase the critical driving
forces and to decrease the critical restraining forces.
RESISTANCE TO
CHANGE
 Technological unemployment
 Downgrading
 Speeding up
 Harder work
 Retraining
 Making new adjustments and ties
 Minimized satisfaction from the new social situation
 Decline of skills
 APPROACHES TO
HANDLE RESISTANCE
 Education and Communication
 Participation and Involvement
 Facilitation and Support
 Negotiation and Agreement
 Manipulation and Cooperation
 Explicit and Implicit Coercion
CONCLUSION
 Change management is essential to business success in this rapidly changing
economic environment.
 Fewer employees now must perform not only their existing job
responsibilities, but they are also inheriting additional responsibilities as well.
 In addition, how companies are doing business in the new economy is
requiring people to learn new processes and systems.
 Helping them to adapt and accept these changes is critical to corporate
survival.