Ten Organizational Design Models to align structure and operations to busines...
Change Management
1. MANAGING of CHANGE
Dr. Amin Senin
Institut Aminudin Baki
Kementerian Pelajaran Malaysia
2. Topics of Discussion
Session 1 Session II
• Introduction • Change Process Model
• HRD Approach on Change • Cumming & Worley’s Model
• Definition of Change • Kotter’s Eight-Stage Model
• Core Dimension of Change • Fullan’s Tri-Level Reform
• Perspectives on Change • UK School Remodeling Model
• Fundamental Steps of Change • Organizational Change Process
• Personal Change Process
• Resistance to Change
7. Training
HR Wheel
Union &
Assistance Development HRD
HRD
Employee
Organizational
Assistance
Development
HR Research
& Career
Human
Human Development
Informastion System
Resource
Resource
Result
Result
Organizational
Compensation /
Job
Benefit
Design
Selectiion HR
& Planning
Staffing Performance
Management
System
Closely HRD
Closely HRD
Source : From P.A. McLagan(1989). Models for HRD practice, Training and Development Journal, 41:56
8. Training
HR Wheel
Union &
Assistance Development HRD
HRD
Employee
Organizational
Assistance
Development
HR Research
& Career
Human
Human Development
Informastion System
Resource
Resource
Result
Result
Organizational
Compensation /
Job
Benefit
Design
Selectiion HR
& Planning
Staffing Performance
Management
System
Closely HRD
Closely HRD
Source : From P.A. McLagan(1989). Models for HRD practice, Training and Development Journal, 41:56
9. Definition of HRD
Human resource development (HRD) is a process of developing and
unleashing human expertise through organizational development (OD)
and personnel training and development (T&D) for the purpose of
improving performance.
10. Training and Development
. . . is the process of systematically developing
expertise in individuals for the purpose of improving
performance.
. . . change process . . .
Organizational Development
. . . is the process of systematically unleashing human
expertise to implement organizational change for the
purpose of improving performance.
11. Definition of Change
• Individual Development
• Learning
Change as . . . • Work and Life Roles
• Internal Adult Development
• Goal-Directed Activity
• Innovation
12. Core Dimensions of Change
Incremental Continuous
Versus Versus
Transformational Episodic
13. Perspectives on Change
Lewin’s Field Theory
• Force Field Theory Sociotechnical Theory
• Change Process
• Technical System Typology of Change
• Social System • Life Cycle Theory
• Teleological Theory
• Evolutionary Theory
• Dialectic Theory
14. Fundamental Steps of Change
Internal
Change Agent View Behavioral View
(Lewin, 1951) Psychological View (Armenakis et al, 1999)
(Bridges, 1991)
Unfreezing Ending Readiness
Movement Wilderness Adoption
Refreezing New Beginning Institutionalization
15. Resistance to Change
3 Dimensions
• Cognitive - beliefs about the change
• Emotional (affective) - feelings in response to change
• Behavioral - actions in response to change
16. Resistance to Change
Resistance as . . .
• Unavoidable Behavioral Response
• Politically Motivated Insurrection and Class Struggle
• Constructive Counterbalance
• Cognitive and Cultural Restructuring
19. Topics of Discussion
Session 1 Session II
• Introduction • Change Process Model
• HRD Approach on Change • Cumming & Worley’s Model
• Definition of Change • Kotter’s Eight-Stage Model
• Core Dimension of Change • Fullan’s Tri-Level Reform
• Perspectives on Change • UK School Remodeling Model
• Fundamental Steps of Change • Lewin’s Change Process
• Resistance to Change • Reflective-Practice Change Process
20. Change Process Model
•Cummings and Worley’s Model
• Kotter’s Eight Stages Model
• Fullan’s Tri-Level Reform Model
• UK School Restructuring
21. Cummings and Worley’s Model
1.Motivating Change
2.Creating Vision
3.Developing Political Support
4.Managing the Transition
5.Sustaining Momentum
22. Kotter’s Model
1. Establishing a Sense of Urgency 7. Consolidating Gains and
Producing More Change
2. Creating the Guiding Coalition
8. Anchoring New Approaches in
3. Developing a Vision and Strategy the Culture
4. Communicating the Change
Vision
5. Empowering Broad-Based Action
6. Generating Short-term Wins
