Managing Organizational Change

Organizational Change

OBJECTIVE To know how to value the principle of organizational change management.

Change is a COMPLICATED, often PAINFUL process!

Organizational Change is the adoption of new idea or behavior by an Organization.

Three-Stage Process of Organizational Change STAGE 1 - UNFREEZING STAGE 2 - CHANGING STAGE 3 - REFREEZING

Three-Stage Process of Org Change creating a FELT need for change. STAGE 1 - UNFREEZING creating a FELT need for change. most NEGLECTED yet ESSENTIAL part of unfreezing Unfreezing is the stage of preparing a situation for change. A key factor in unfreezing is making people knowledgeable about the importance of change and how their jobs will be affected by it.

What is the reaction? What to DO? STAGE 1 - UNFREEZING Most people HATE change that doesn’t jingle in their pocket. What is the reaction? RESISTANCE to change What to DO? GOOD PLANNING * Enables US to anticipate problems * Develop courses of action * Deal with resistance to change

STAGE 1 - UNFREEZING What are these NORMS? NORMS that currently EXIST must be CHANGE. What are these NORMS? 4 MAIN CATEGORIES OF NORMS: TECHNOLOGY - computers, test equipment weapons system, etc. TASK - general procedures, job steps, checklist, etc. STRUCTURE - admin procedures, evaluation systems, etc. PEOPLE - technical or leadership training, new jobs, etc.

STAGE 1 - UNFREEZING Forms of Resistance: 1. UNCERTAINTY 2. SELF-INTEREST DIFFERENT PERCEPTIONS or NO felt need to change 4. OVER-DETERMINATION

Forms of Resistance: Why?? STAGE 1 - UNFREEZING Forms of Resistance: 1. UNCERTAINTY Biggest cause of peoples resistance to change. Why?? * Fear of the unknown - Can I do the new job? Can I operate the new equipment? * Threat to their security - Will I still have a job?

Forms of Resistance: Example: STAGE 1 - UNFREEZING Forms of Resistance: 2. SELF-INTERESTS Involve considerations about the power or role in the existing environment and the possible loss of that power after change. Example: * Positions that involves MONEY! * Juicy positions like Personnel, Intel, Operations and Logistics.

STAGE 1 - UNFREEZING Forms of Resistance: 3. DIFFERENT PERCEPTIONS or no felt need Although we think people recognize the need for change, they may have different ideas about the situation. Outwardly they may support it, but inwardly they resist it.

STAGE 1 - UNFREEZING Forms of Resistance: 3. OVER DETERMINATION Sometimes we over determined the changes that we’re implementing. For example, the …..

STAGE 1 - UNFREEZING As SUPERVISORS what are we going to do? Reduce RESISTANCE!

Methods to Reduce Resistance: STAGE 1 - UNFREEZING Methods to Reduce Resistance: UNCERTAINTY Education and Communication Educating people about the need for and the expected results of a change. Open communication help reduce Uncertainty.

Methods to Reduce Resistance: STAGE 1 - UNFREEZING Methods to Reduce Resistance: SELF-INTEREST Participation and Involvement Involve those affected by change; It is time consuming but help ensure commitment to the program.

Methods to Reduce Resistance: STAGE 1 - UNFREEZING Methods to Reduce Resistance: DIFFERENT PERCEPTION or No felt need Facilitation and Support Introduce the change gradually, provide additional training, reinforce and encourage your people.

Methods to Reduce Resistance: STAGE 1 - UNFREEZING Methods to Reduce Resistance: DIFFERENT PERCEPTION or No felt need Negotiation and Agreement Offer incentives to those who continue to resist.

Methods to Reduce Resistance: STAGE 1 - UNFREEZING Methods to Reduce Resistance: DIFFERENT PERCEPTION or No felt need Coercion Use of force to get people to accept change but should be the last resort because people’s attitudes can be negatively affected and result in adverse consequences in the long run.

STAGE 1 - UNFREEZING Is Resistance Harmful? NO! In fact it may be quite logical to light problems In a change proposal that had been overlooked. OVERCOMING and MANAGING resistance is and Important step in unfreezing.

STAGE 1 - UNFREEZING Force Field Model WHY? One technique to help identify all aspects related to an impending change is to use the Force Field Model WHY? you try and decrease OPPOSING FORCES while you increase SUPPORTING FORCES. Change Agent must analyze restraining (opposing) forces and devise ways to reduce them. Also, recognize the driving (supporting) forces and strengthened them.

What is your Role as Change Agent? STAGE 2 - CHANGING Is the actual modification of technology, tasks, structure or people. Changing is anything that alters the status quo. What is your Role as Change Agent? Monitor the change as it occurs, paying close attention to people most affected by it. It’s important for you to be there as the change is implemented to deal with the problems that may arise. Remember to go back to UNFREEZING if the CHANGE isn’t going well.

What is your Role as Change Agent? STAGE 2 - CHANGING What is your Role as Change Agent? it’s your responsibility to decide whether to move forward.

Importance of REFREEZING STAGE 3 - REFREEZING Is the final stage in the change process. Here the desired outcomes, the new norms, must be locked in or refrozen so they become permanent. Importance of REFREEZING Change Agent must evaluate results, reinforce the desired outcomes, and make constructive modifications as needed. REFREEZING is important because without it, the OLD ways of doing things may reassert themselves.

Organizational Change Adoption of new idea or behavior 3 Stage-Process of Org Change Unfreezing, Changing and Refreezing Forms of Resistance to Change Uncertainty, Self-Interest, Diff Perception and Over determination.

4 Main Categories of Change Methods to Reduce Resistance Technology, Task, Structure or People norms Methods to Reduce Resistance Education and Communication, Participation and Involvement, Facilitation and Support, Negotiation and Agreement & Coercion

QUESTIONS?

THANK YOU & GOOD DAY!