Management of Change

Pressures for Organization Change

 1. People-Generation X-born 1960 to
1980’s/Gen. Y=__1982 to
1995______Millenials=1996 and beyond
 2. Technology
 3. Information Processing and

Communication
 4. competition/business conditions
 5.Govt regulations
 6. deficiency in existing organ. Patterns and

structures
Types of Organization Change
 Anticipatory change- based on expected
situations
 Reactive change- in response to unexpected

situations
 Incremental change- adjustments to keep org

in course
 Strategic change – altering the overall shape

or direction of org.
Process of Organization
Change(Lewins Process Models

 Unfreezing – process by which people become

aware of the need for change

 Changing –new ideas and practices are learned so

that employees can perform in new ways

 Refreezing – the process of making new behavior

relatively permanent and resistant to further
change
Resistance to Change: Why
 1.Loss of security
 2. Inertia- (want to maintain status quo)
 3. Poor timing
 4. lack of trust
 5. fear of failure
 6. break-up of work group
 7. misunderstanding
 8. Personality conflict
3 Types of Resistance
 1. Logical – based on rational reasoning and
science

 2. Psychological – based on emotions,

sentiments and attitudes

 3. Sociological – based on group interest and

values
Possible benefits of resistance
 -may cause management to re examine
proposals (allows check and balance
 - can help identify problem areas so

management can correct it earlier

 - management can improve communication

of the change
The Change cycle
 How does an individual feel, behave,
whenever change is presented?
 :1. loss to safety
 2. doubt to reality
 3. Discomfort to Motivation- the danger zone
 Whether you proceed to stage 4 or return to

stage 1 due to fear

 4. Discovery to perspective –”light at the end

of tunnel
 5. Understanding 6. Integration”
How to build support for Change
 1. Use of group forces
 2. Leadership for change
 3. Motivate for Participation
 4. Shared Rewards (What’s in this for me?)
 5. Employee security
 6. Communication
 7. Stimulating employee readiness
Guidelines for Change
 1. Make only necessary and useful change
 2. Change by evolution not revolution
 3. Recognize possible effects of change and

introduce it with adequate attention to

human needs
 Share the benefits of change to employees
 Diagnose problems remaining after change

and treat them

Role of Leaders in leading change
 Kotter (1996) recommends 8 steps to leading
change
 1. Create Urgency
 2. Form a powerful coalition
 3. Create a Vision for change
 4. Communicate the Vision
 5. Remove Obstacles
 6. Create short term wins
 7. Build on the change
 8. Anchor the changes in Corporate culture
Remember....
 When initiating change, the success rests with
the ability of the leader to address the
emotional and practical issues ....precisely in
that order
 THE END..... THANK YOU.............
 “ THE CENTRAL ISSUE IS NEVER STRATEGY,
STRUCTURE, CULTURE OR SYSTEMS. THE
CORE OF THE MATTER IS ALWAYS ABOUT
CHANGING THE BEHAVIOR OF PEOPLE......”

 (John P. Kotter)