Presentation on Organizational Change

Presented By-

Human Resource

Management

INTRODUCTION

To move from the present to the future, from known to unknown.Business & Mangers are now faced with highly dynamic & ever more complex operating environmentsOrganization change is the coping prcess of moving from the present state to a desired state

Sources of Organizational Change

External Internal

External Sources

Economic: Competitors, Suppliers, Interest rates, Unemployment, Income settlement, Credit policy, gross domestic product inflation, the level of international trade..

Technology: Use of knowledge, methods, techniques and means that transform inputs into the output in one organization.

Socio-cultural: Peoples values, habits, norms, attitudes and demographic characteristics.

Political: Legislation, the stability of government, strikes, political situation in neighboring countries, taxation…

International: Increasing globalization of markets.

Inadequacy of Administrative Process.

Structure focused change

Technological Change

Person focused Change

Profitability Issue\

Resource Constraints

Internal Sources

INTERNAL PLANNED CHANGE

•Changes in product or services.•Change in administration systems.•Change in organization size or structure.

INTERNAL UNPLANNED CHANGE

•Changing employees demographics.•Performance gaps.

Types of Change

EXTERNAL PLANNED CHANGE

•Introduction of new technology.•Advances in information processing and communication.

EXTERNAL UNPLANNED CHANGE

•Government regulation.

•External competition.

OTHER TYPES OF CHANGE

1)Happened change

2)Reactive change

3)Anticipatory change

4)Increamental change

5)Operational change

FACTORS TO BE CONSIDER WHITE CHANGING AN ORGANIZATION

•Agent of change.•Determining what should be changed.•Kind of change to make.•Individual affected by change.

•Criteria for evaluating the change.

Change Process

1) Problem recognition Every change started as a consequence of need for need to be

arise problem must be recognize problem recognition can identify the area of attention for change

2) Identify causes of problem After identifying the problem the next step will be to identify

the causes of problem on which change can be plan & implement

3) Planning the change Next step will be to plan how change can be introduce in the

organization to remove that causes it include preparing a framework for the change before implementing it & providing basic information & communication about change requirement.

informing top management about problem & causes Discussion with employee Providing better compensation system with non- monetary rewards &

good incentives

Providing piece meal approach for pay providing necessary system to implement the plan & providing information for it. deciding criteria for evaluation of plan

4) Implementing the change

Implement it by the defined system. All related responsibilities must be fulfilled by concerned person while implementing the change continuous

5) Generating motivation for change

Sometimes employee or management are not aware or they fear of possible charges as a result of low security, habit, less information perception etc.

6) Supporting change This include providing suitable system structure processes which can support the change

7) Evaluating the change It include to find out whether problem for which change is made is removed or not. What effects does it causes on individual on which change is implemented

Introduction: Change agents are those factors that are responsible for bringing about the change in the individual behavior patterns. This is the most important type of change since other types of changes such as in strategy, structure or process.

CHANGE AGENT

1) Analytical & Diagnostic skill2) Interpersonal skill3) Technical skill4) Communication skill5) Problem-Solving skill6) Negotiating skill7) Personality

SKILLS OF CHANGE AGENT

Lewin’s Process for Change

System Model of Change

People Culture

Technology

StrategyDesign

Task

Burk Litwin Model

Resistance to Change

• Habits, belief, customs & values• Security• Destroy public image• Increase the discipline in workplace• Through out them out of employment• Reason for change is unclear• Lack of proper communication about change

Overcoming Resistance To Change

• Environment of trust

• Motivate to change

• Discuss the benefits of change

• Participation

• Rewarding for positive change

• Proper implement the change