Understanding the Change Process

Organizational change will succeed to the

extent that individuals in the organization,

themselves change.

Change management requires understanding

how individuals change as organizational change is based in changes in each

employees. .

STEPS IN CHANGE PROCESS

A.PREPARATION STAGE.
Contact stage: The earliest encounter a

person has with the fact that change may

take place or has already taken place.

Awareness Stage: The person knows that a

change is being contemplated.

B.ACCEPTANCE PHASE

Understanding Stage: The person demonstrate some degree of understanding of the nature & objective of the change.

Positive Perception: The person develops a positive view /attitude toward the change.

C.COMMITMENT PHASE

Installation Stage: The change is implemented & becomes operational. Adoption stage: The change has been used long sufficient to demonstrate worth,& visible positive impact Institutionalization: The change has a long history of worth, durability & stability & has been officially incorporated into the routine operating actions of the organization. Internalization: Persons are highly committed to change because it is similar with their personal interests, goals or values systems.

PERSPECTIVES OF ORGANISATIONAL CHANGE

DEFINITION:

Perspectives of organisational change gives the individual an approaching into the basic principles that force to change. They also gain an understanding of the factors that impact on the willingness & ability of individual to change. It shows the individual how to deal with the fear that may be generated where change is just around the approach.

The Nature of organisational change Globalization of markets Technological changes. Political realignments. Changing Demographics. Changing Customer preferences Organizational restructuring

The principles of Organisational Change Honesty. Aims. Participation. Recognition Team Working & interpersonnal relationship Vision of the change..

The Types of Organisational change.

Happened Change. Reactive Change. Anticipatory Change Planned Change. Incremental Change Operational Change.

Strategic Change.

Fundamental change. Total Change. Transformational Change Change. Recreation.

The Forces of Organizational Change

External Forces Internal Forces

External Forces

1.Demographic Characteristics Work force is more. Effectively manage. 2.Technological Advancements. 3.Market Changes. 4.Social & Political force.

Internal Forces. Human Resource problems. Managerial Behaviour & decisions.

PEOPLE/HUMAN RESOURCE

Nature of Organisational Change.

quickness of Change in social ,political, & economic environments has marked impact on organizations & individuals. Some of the notable changes are: Globalization of markets. Companies should compete in international markets & local markets exposed to foreign competition.

TECHNOLOGICAL CHANGES: Computers. Instantaneous communication. Faster transportation.

POLITICAL REALIGNMENTS Free Trade Cooperation among nations. CHANGING DEMOGRAPHICS Has led to the decline in
work ethics.

Changing in sexual & family mores. Greater no of minorities & women joining the work force.
CHANGING CUSTOMER PREFERENCES Customers are less loyal to particular products or companies. They are choosier, more demanding & better informed about the products by the mass media.

ORGANISATIONAL RESTRUCTURING Downsizing. Resizing. Mergers & Acquisitions. New Challenges Changing Systems & Technologies.

Structure

What Can Change Agents Change?

Structure Technology

Physical Setting

People

Structure, Technology, and People as Targets of Organizational Change

Structure

+ Technology

Organizational Change

People