ORGANISATIONAL CHANGE

INTRODUCTION

FORCES FOR CHANGE Nature of workforce Technology Economic shocks Competition Social trends World politics

PLANNED CHANGE

Planned Change: Change activities that are intentional and goal oriented. Change agents: Persons who act as catalysts and assume the responsibility for managing change activities.

RESISTANCE TO CHANGE

SOURCES OF RESISTANCE TO CHANGE Individual sources Organizational sources

INDIVIDUAL SOURCES Habit Security Economic factors Fear of unknown Selective information processing

ORGANISATIONAL SOURCES Structural inertia Limited focus of change Group inertia Threat to established resource allocations Threat to established power relationships Threat to expertise

OVERCOMING RESISTANCE TO CHANGE

Education and communication Participation Building support and commitment Implementing changes fairly Manipulation and cooptation Selecting people who accept change Coercion

LEWIN’S THREE-STEP MODEL Unfreezing- Changing to overcome the reassure of both individual resistance and group conformity. Movement – A change process that transforms the organization from the status quo to a desired end state. Refreezing – Stabilizing a change intervention by balancing driving and restraining forces.

ACTION RESEARCH A change process based on systematic collection of data and then selection of a change action based on what the analyzed data indicate.

STEPS Diagnosis Analysis Feedback Action Evaluation

ORGANISATIONAL DEVELOPMENT Respect for people Trust and support Power equalization Confrontation Participation

O.D. TECHNIQUES Sensitivity Training Survey Feedback Process Consultation Team Building Intergroup Development Appreciative Inquiry

CONTEMPORARY ISSUES Learning Organization Managing Change

LEARNING ORGANISATION Single-loop Learning Double-loop Learning

MANAGING LEARNING Establish a strategy Redesign the organization's structure Reshape the organization's culture

MANAGING CHANGE : “ IT’S CULTURE BOUND” Do people believe change is possible? If it is possible then how long it takes bring it about? If resistance to change greater in some culture than in other? Does culture influence how change will be implemented?

CONCLUSION

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