Change process ppt @ bec doms mba bagalkot mba

1. 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.
.

2. 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.

3. 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.

4. 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.

5. 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.

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

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

8.  The Types of Organisational change.
Happened Change.
Reactive Change.
Anticipatory Change
Planned Change.
Incremental Change
Operational Change.
 Strategic Change.

9. Fundamental change.
Total Change.
Transformational Change
Change.
Recreation.
 The Forces of Organizational Change
External Forces
Internal Forces

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

11.  Internal Forces.
 Human Resource
problems.
 Managerial
Behaviour &
PEOPLE/HUMAN
decisions. RESOURCE

12. 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.

13.  TECHNOLOGICAL
CHANGES:
 Computers.
 Instantaneous
communication.
 Faster transportation.
 POLITICAL
REALIGNMENTS
 Free Trade Cooperation
among nations.
 CHANGING
DEMOGRAPHICS
 Has led to the decline in
work ethics.

14. 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.

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

16. What Can Change Agents Change?
Structure Technology
Physical
People
Setting

17. Structure, Technology, and People as
Targets of Organizational Change
Structure
+
Technology
Organizational
Change
People