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Change Management

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Karthikaeya P
Karthikaeya P

The document discusses various aspects of organizational change including: 1. The nature of change being vital to avoid stagnation and being a constant process rather than a single event. 2. Historical, political, management, organizational, people, and cultural components influencing change. 3. External forces like globalization and internal forces like organizational silence driving change. 4. The relationship between stability and change in organizations. 5. Reasons for resistance to change like insecurity, fear, and uncertainty. 6. Reactive versus proactive responses to change opportunities and threats.

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Nature of change ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Historical and Political Evolution Management and Organization ,[object Object],People Corporate Culture Components
[object Object],[object Object],[object Object]
Change targets Purpose-mission and objectives Technology-equipments, facilities and workflow Structure-Update organizational design and coordination mechanisms Tasks-Update job designs for individuals and groups People-Update recruiting and selection practices; improve training and development Culture-Clarify or create core belief and values Strategy-Clarify or create strategic and operational plans Objectives-set or modify specific performance targets Organisational change targets
Forces for change in Organizations ,[object Object],[object Object]
Stability v/s Change ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Stability v/s Change ,[object Object],[object Object],[object Object],[object Object]
WHY RESISTANCE TO CHANGE ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
[object Object],PROACTIVE AND REACTIVE RESPONSES TO CHANGE
β€˜ At the Heart of Managing Change lies the perception of change itself’ ,[object Object]
EMOTIONAL RESPONSE TO ORGANIZATIONAL CHANGE ,[object Object],A N G E R B A R G A I N I N G D E P R E S S I O N ACCEPTANCE
CHANGE MANAGEMENT EFFECTIVE CHANGE EQUALS : ALTERING MINDSET HARNESSING MOTIVATION SHAPING BEHAVIOUR
CHANGES IN CAREER ,[object Object],[object Object],Changes as a β€œ HOW” ο‚’ How do I get Promoted ο‚’ How do I improve Productivity ο‚’ How do I improve my value Changes as a β€œ WHAT” Changes as a β€œ WHY” ο‚’ What changes are necessary for my success ο‚’ What am I trying to Accomplish ο‚’ Why do I need to Progress ο‚’ Why do I need to change myself
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  • 5. Change targets Purpose-mission and objectives Technology-equipments, facilities and workflow Structure-Update organizational design and coordination mechanisms Tasks-Update job designs for individuals and groups People-Update recruiting and selection practices; improve training and development Culture-Clarify or create core belief and values Strategy-Clarify or create strategic and operational plans Objectives-set or modify specific performance targets Organisational change targets
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  • 13. CHANGE MANAGEMENT EFFECTIVE CHANGE EQUALS : ALTERING MINDSET HARNESSING MOTIVATION SHAPING BEHAVIOUR
  • 14.
  • 15. Β