1. Managing organisational change
The implementation of new procedures and technologies intended to realign an organization with the new demands of its business environment.

2. Nature of change in business
Incremental change
Fundamental change

3. Push factors to change
These are factors within the environment that fuel change in organizations.
a) Globalization
Because of technology, barriers are breaking and distances are shrinking.
The business environment has opened to new products and new markets.

4. Push factors to change cont…
b) HIV/AIDS effects to the workforce
Threat to loss of skilled labour since the most productive ages are mostly affected.

5. Push factors to change cont…
c) Women in management position and dealing with traditionally male dominated set-ups
To what extent are women leaders appreciated?
Are the women themselves confident in the leadership positions?
Is the set-up in organizations ready for women managers?

6. Push factors to change cont…
d) Worldwide concern for the environment
Need for environmental management by organizations because environmental concerns now have legal and socio-economic connotations.

7. Push factors to change cont…
e) Health conscious consumers
People are becoming more careful about what they consume.

8. Push factors to change cont…
f) Structural Transformations
Mergers, acquisitions and expansion to international markets, necessitate strategic realignment.

9. Push factors to change cont…
g) Competition Rising competition in target markets may trigger urgent reviews of strategies in efforts to enhance competitive advantage..

10. Factors influencing resistance to change in organizations
Threat to social relationships
Previous unsuccessful change
Fear of loss of control
Fear of loss of face
Poor timing
Fear of the unknown
Failure to recognize the need for change.

11. Managing organizational resistance to change
i) Education and communication
Explain the need and logic for change in the organization.
This strategy is useful when
employees have inadequate or inaccurate information
employees lack proper skills to analyse and interpret available information.

12. Managing organizational resistance to change cont…
ii) Manipulation and cooption
Manipulation is a secret attempt to influence, such as distorting facts, creating false rumours or withholding information.
Effective where: initiators do not have enough information needed to design change, and subordinates have considerable power to resist.

13. Managing organizational resistance to change cont…
iii) Negotiation
Reaching a common ground with or soliciting for understanding with potentially resisting employees.

14. Managing organizational resistance to change cont…
Necessary when:
resistance comes from a powerful source.
management will clearly lose out in a change process.

15. Managing organizational resistance to change cont…
iv) Facilitation and support
Providing supportive efforts to people negatively affected by change.
Useful when:
employees resist for adjustment problems.

16. Managing organizational resistance to change cont…
Coercion
This involves using direct threats or force to get support for proposed change.
Though a faster and easier way to gain support, coercion is often associated with high recruitment costs.

17. Guidelines to dealing with resistance to change
Explain the need for change to all employees.
Avoid being defensive when discussing the desired change.
Plan for anticipated change and avoid surprising employees.
Engage a team to share the news of change
Establish employees’ reasons for liking or disliking the proposed change.

18. Guidelines to dealing with resistance to change cont…
Allow for open discussion of concerns and show appreciation of members’ view.
Whenever possible, pilot test the change and assess the results.
Make major changes all at once.
Explain the replacement plan to members.
Provide training and support to guide subordinates through the new system.