Presented By

•Malik Saeed Akhter•Muhammad Ali Niazi•Syed Waqar Hussain Shah

Topic

• Change management and innovation• The change management process• Organizational change components• Resistance to change• Factors fostering resistance to change• Factors reducing resistance to change

Change management and innovation

Change management is a systematic approach to dealing with change both from the perspective of an organization and the individual.

Innovation refers to make some thing new , some thing innovated which never

can be happened before.

Change Management Can Be Achieved By

“Q x A = E”EFFECTIVENESS(Overall Strategy)

ACCEPTANCE(Cultural Strategy)

QUALITY PROCESS(Technical Strategy) x =

Unfreezing Changing Refreezing

Lewin’s Three-Step Process Model

Lewin’s change process model• Unfreezing – creating the motivation to

change• Changing – learning new ways of doing things• Refreezing – making the new ways normal

Lewni’s process performs when they need little and quick change like if they are going to change the product appearance.

Continuous Change Process Model

Continuous Change Process Model

• The Continuous Change Process Model– Incorporates the forces for change, a problem-solving

process, a change agent, and transition management– Takes a top management perspective

• Perceives forces and trends that indicate need for change

• Determines alternatives for change • Selects the appropriate alternative

In this process coca cola observe the market and check the problem. Like they are working in a

collectivism environment where 250 ml packing are not enough for a family so that they

introduced there 2.5 liter to reduce the problem and make changed into product packing.

Organizational Change Components

• Strategy– the way an organization uses its resources

(human, economic, or technical) to gain and sustain a competitive advantage

• Technology and Structure– the way an organization converts inputs into

products and services– Change in Technology and Structure will be

huge impact on the organization

Organizational Change Components

• Human Resource Systems– the mechanisms for selecting, developing,

appraising, and rewarding organization members• Measurement Systems– methods of gathering, assessing, and

disseminating information on the activities of groups and individuals in organizations

Organizational Change Components

• Organization Culture– The basic assumptions, values, and norms shared

by organization members– If the basic assumptions are changed , its leads to

an effect on the organizational changed

Outputs

• Organization Performance Increased– e.g., profits, profitability, stock price

• Stakeholder Satisfaction Increased– e.g., market share, employee satisfaction,

regulation compliance

Resistance to change

• An emotional/behavioral response to real or imagined threats to an established work routine.

Resistance to Change

Uncertainty and Ambiguity

Fear of Personal Loss

Lack of Faith in Change

Why Resistance To Change???

• Fear of the unknown.• Lack of good information.• Fear for loss of security.• No reason to change.• Fear for loss of power.• Lack of resources.

Resistance to Change: Sources of Resistance to Change

• Organizational Sources– Over determination– Narrow focus of

change– Group inertia– Threatened expertise– Threatened power– Resource allocation

changes

• Individual Sources– Habit– Security– Economic factors– Fear of the

unknown– Lack of

awareness– Social factors

Factors Forces for Change• External Factor– Market place– Governmental laws

and regulations– Labor market– Economic changes– Mergers &

Acquisition– Privatization– Electronic

Commerce

• Internal Factor– Changes in organizational strategy– Workforce changes– New equipment– Employee attitudes– Technology

Overcoming Resistance To Change

Education andCommunication Participation

Negotiation Facilitationand Support

Manipulationand Cooptation

Techniques forReducing Resistance

Education & Communication

• Advantage:– Creates willingness

to help with the change

• Disadvantage:– Lack Of Interest.

Participation & Involvement

• Advantage:– Be a part and

involved to shared their ideas and information.

• Disadvantage:– Can be very time

consuming.

Support

• Advantage:– Directly satisfies

specific resource or adjustment needs.

• Disadvantage:– can be expensive

Negotiation

• Advantage:– Helps avoid major

resistance.• Disadvantage:– can cause others to seek

similar deals.

Manipulation

• Advantage:– Quick and inexpensive

• Disadvantage:– Can create future

problems if people sense manipulation.

THANK YOU