change managementl

7/30/2019 Change Managementl

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NothiNg is permaNeNt except

chaNge


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CHANGE

change is defined as to make or become

different or give or begin to have a different form.change means dissatisfaction with the old &

belief in the new.

change is a process , tool & technique to

manage the people side of change process to achievethe required outcome & to realize the change

effectively with in individual change agent, the inner

team & the wider system which includes the org.


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Change management is managing the process of

implementing major changes in information technology,business process, org structure & job assignment to

reduce the risk & cost of change & optimize its benefits

CM

Managingthe process

of

Implementing

major changes

in

IT

Business

processes

Orgl

structure

Job

assignment

Risks

Cost of

change

Optimizebenefits

To reduce

to


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Need for change

Mission

Workload

Political

Environment

Changes in Mgt

Resources

technological


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Forces of change

External forces

technological advancement Social & political pressure

economic forces

Government forces

Market changes

competition

Internal forces Structure-focused change

technological change

Inadequacy of managerial & adm processes Individual/ group expectation

Resource constraints

Profitability issue


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Phases of change

a) Denial

b) Bargaining & negotating

c) Anger

How to deal?

accepting

Communicatingsharing feelings

Planning goals, expections


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PERSONAL CHANGEPROCESS

ELEMENTS


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Meaning ofPersonal Change

Only person who can change your mind isYOU


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Leaving the . . .

And reaching the . . .

Moving through the . . .

Current State

Transition State

Future State

Personal change typically occurs in

three phases


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RENEWEDHOPE

(Hope/Energy)

EMERGINGPESSIMISM(Confusion/Worry)

RENEWEDOPTIMISM

(Understanding/Confidence)

HOPEFULOPTIMISM

(Benefit of theDoubt)

PUBLICRESISTENCE

(Fear/Anger)

CHECKING OUT(Sadness/Resignation)

SATISFIEDCOMPLETION

(Relief)

These three phases can be mapped onto

the performance curve

LOW

HIGH

A

VERAGEPERF

ORMANCE

TIME


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To exist is to change,

to change is to mature,

to mature is to go on

creating oneself endlessly.

Henri Bergson

French Philosopher


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Personal change process

Step 1 :Discovery

Step 2 :Clearing

Step 3 :Programming

Step 4 :processing

Personal change

process


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John Fischers Personal Transition Process


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Personal change

Element of Personal Change

Self-Analysis

Self-Awarness

Self-Esteem

Self-Eficacy


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Self Awarness

Means knowing ones value, personality, need,habits, emotions, weakness etc

It helps in developing plans for professional & selfdevpt

Who is a self aware person?

Knows ones strength & limitations

Clear idea of priorities Clear idea of ones attitude, values & beliefs. And

know difference in same are primary causes ofconflict


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Behaviorhow it affects others

Aware of feelings & emotions & controls it

Aware of fear & anxiety

stable & strong selfimage

Assumptions:

self awareness Is self responsibility

Internalizing perceiving self behaviour to havecertain outcome

Continuous learning process


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Personal change through self-

awarness

Skill development

Knowing strength & weakness

Intituitive decision making skills

Stress

Motivation

leadrship


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How to practice this skill?

By asking somebodyfeedback

Use of questionnaire

Seek professional help


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Self-awareness through Johari

Window

Referred to as feedback model, also

considered as information processing tool.

It represents info- feelings, exp, views,

attitudes, skills, etc with in or about a person-in-relation to their group.

Also called disclosure/ Feedback model

Developed by Joseph Luft & Harry Ingham


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Self-Awareness using Mayers Briggs Type Indicator(MBTI)


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Self-Esteem

Self-Esteem is defined as a persons self-image

at an emotional level

It refers to an individuals sense of his/her

value or worth or the extent to which a personvalues, approves of, appreciates or likes him

or herself.


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description of self-esteem includes the following primary

properties

self-esteem as a basic human need, i.e., "...it makes an essential

contribution to the life process", "...is indispensable to normal andhealthy self-development, and has a value for survival.

something experienced as a part of, or background to, all of the

individuals thoughts, feelings and actions.

concept of self-esteem is graduated, involving three main levels:To have a high self-esteem is to feel confidently capable for life, or, to

feel able and worthy, or to feel right as a person.

To have a low self-esteem corresponds to not feeling ready for life,

or to feeling wrong as a person.

To have a middle ground self-esteem is to waver between the two

states above, that is, to feel able and useless, right and wrong as a

person, and to show these incongruities in behavior, acting at times

wisely, and at rashly others, thus reinforcing insecurity.


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Causes for healthy self esteem & low self

esteem

healthy self esteem:

Childhood experience: being praised, being

listened to, being spoken to respectfully, getting

attention & hugs, experiencing success in sportsor schools, having trustworthy friends etc.

low self esteem:

Childhood experience: being yelled at, beaten,

being ignored, ridiculed or teased, being expectedto be perfect all the time, experiencing failure in

sports or school & being harshly criticized.


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Positive indicatorsPeople with a healthy level of self-esteem[

firmly believe in certain values and principles, and are ready to defend themeven when finding opposition, feeling secure enough to modify them in lightof experience.

are able to act according to what they think to be the best choice, trustingtheir own judgment, and not feeling guilty when others don't like their choice.

do not lose time worrying excessively about what happened in the past, norabout what could happen in the future. They learn from the past and plan for

the future, but live in the present intensely. fully trusts in their capacity to solve problems, not hesitating after failures

and difficulties. They ask others for help when they need it.

consider themselves equal in dignity to others, rather than inferior orsuperior, while accepting differences in certain talents, personal prestige orfinancial standing.

take for granted that he is an interesting and valuable person for others, atleast for those with whom he has a friendship.

resist manipulation, collaborate with others only if it seems appropriate andconvenient.

are able to enjoy a great variety of activities.

are sensitive to feelings and needs of others; respect generally accepted

social rules, and claim no right or desire to prosper at others' expense.


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Negative indicators

A person with low self-esteem may show some of the following symptoms:

Heavy self-criticism, tending to create a habitual state of dissatisfaction with oneself.

Hypersensitivity to criticism, which makes oneself feel easily attacked and experienceobstinate resentment against critics.

Chronic indecision, not so much because of lack of information, but from anexaggerated fear of making a mistake.

Excessive will to please: being unwilling to say "no", out of fear of displeasing thepetitioner.

Perfectionism, or self-demand to do everything attempted "perfectly" without a singlemistake, which can lead to frustration when perfection is not achieved.

Neurotic guilt: one is condemned for behaviors which not always are objectively bad,exaggerates the magnitude of mistakes or offenses and complains about themindefinitely, never reaching full forgiveness.

Floating hostility, irritability out in the open, always on the verge of exploding even forunimportant things; an attitude characteristic of somebody who feels bad abouteverything, who is disappointed or unsatisfied with everything.

Defensive tendencies, a general negative (one is pessimistic about everything: life,future, and, above all, oneself) and a general lack of will to enjoy life.


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Three faces of low self esteem

The imposter

The rebel

The loser


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Self Efficacy

Self efficacy relates to a persons perception of

his/her ability to reach a goal

Self efficacy is self belief.


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SOURCES OF SELF-

EFFICACY

Mastery experience

Social models

Social persuasion

Reducing peoples stress reaction

Effi ti t d th t


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Efficacy activated processes that

affects human functioning

A. Cognitive Processes

B. Motivational processes

C.

Affective Processes :affects how much stress &

depression they experience in threatening or difficult situation &

their level of motivation

D. Selections Processes


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Devpt of self efficacy over a course of the lifespan

of an individual

A. Origin of a sense of personal action

B. Family source of self efficacy

C. Broadening of self-efficacy through peer

influenceD. School as agency for cultivating cognitive

self-efficacy.

E. Growth of self-efficacy through transitional

experience of adolescence

F. self-efficacy concerns of adulthood

G. Reappraisal of self-efficacy with advancing

age


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Organizational Role

- convergence region b/w individual & org.

set of behavior enacted by a person as a

result of his occupying a certain position in the

orgMaking org role effective

1. Having high role efficacy on the part of role

occupant2. By developing style & strategy to cope with

role conflict or stress

R l Effi & ff ti


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Role Efficacy & effectiveness

Integration of person & role that ensures a

persons effectiveness

Effectiveness depends on ones own potential

effectiveness, & potential effectiveness of therole & the orgl climate

potential effectiveness can be termed as

efficacy Role performance can be predicted under role

clarity


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Dimension of role efficacy

Role making

Role centring

Role linking

Role conflict/ stress &effectiveness

I. Role space conflict

II. Role set conflicts


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1. Role space conflict

a. Self-role distance

b. Intra-role conflict

c. Role stagnationd. Inter-role distance

2. Role set conflict

a. Role- ambiguity

b. Role overloadc. Role erosion

d. Resource inadequacy

e. Personal inadequacy

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